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As I understand, an employment contract as a result of a merger is deemed invalid if there is no consideration. If later on however, due to secondment for a fixed term with consideration (should I choose to accept), a letter/contract is provided that indicates all employment obligations and agreements remain consistent with those outlined in your offer letter (provided as a result of the merger); would that effectively validate the original offer letter/employment contract.
Any change that is adverse to an employee's interest is enforceable only if the employer provides the employee with something of value in exchange: a signing bonus, a raise, a promotion, a term extension, etc. I'm not sure what you mean by 'a secondment for a fixed term with consideration' but I am happy to discuss your matter further if you call me at (416) 216-5906. Lumi Pungea