This research deals with the employer's justifications for amending the employment contract unilaterally and how to reorganize work and amend employment contracts to avoid laying off workers considering economic transformations and labor crises. The employer may face a problem in amending the employment contract unilaterally, as this is considered a violation of the pacta sunt servanda rule. However, the best interest of the business may necessitate this amendment, as the circumstances in which the contract is implemented and develops may change. The research addresses the concept of legitimate justification and the conditions that must be met, such as financial difficulties, reorganizing the project, developing production and the work system. The study sheds light on the legal directives related to amending employment contracts unilaterally and sheds light on the legal texts that define the legal limits and conditions for amending employment contracts unilaterally. The study concluded that the employer could amend the employment contract unilaterally if there is a legitimate justification for the amendment while adhering to the applicable laws and controls and providing guarantees for the worker to protect his rights and interests.