Day-to-Day People Management | Employer Guides
Practical guidance on the everyday people management situations that North West employers face most often.
Employer-Side Advice Only
CIPD Qualified
ERA 2025 Updated
Bolton, Manchester, North WestMost HR problems start small. A flexible working request handled badly, a contract clause that is unclear, a manager who does not know how to have a difficult conversation. These guides cover the everyday situations that keep North West employers up at night.
Choose Your Scenario
Select the scenario that matches your situation for step-by-step guidance tailored to UK employment law.
Flexible Working Requests
How to handle flexible working requests fairly under the new rules.
Read Full Guide+ 3 more scenarios
Changing Employment Contracts
How to change terms and conditions of employment lawfully.
Read GuideManaging Poor Performance
How to address underperformance through a fair capability process.
Read GuideManaging Workplace Conflict
How to deal with conflict between employees before it escalates.
Read GuideRedundancy Process
Running a fair redundancy process from consultation to selection.
Read GuideTUPE Transfers
Your obligations when employees transfer between businesses.
Read GuideHoliday Entitlement and Pay
Calculating holiday entitlement correctly, including for part-time and irregular hours workers.
Read GuideMaternity, Paternity and Family Leave
Managing family leave requests and understanding your obligations.
Read GuidePrevention Is Cheaper Than Cure
The majority of employment tribunal claims originate from everyday management situations that escalated unnecessarily.
Clear contracts, consistent policies and managers who know how to have difficult conversations are your best defence. These guides give you the frameworks to handle each situation correctly.
ERA 2025: What Changes for Day-to-Day Management
Paternity leave and unpaid parental leave become day-one rights.
Flexible working becomes a day-one right with strengthened protections.
DaisyHR keeps North West employers ahead of every change.
Read our full ERA 2025 guideFrequently Asked Questions
Yes, but only on one of the eight statutory grounds and you must follow the correct process. From 2027, the bar for refusal is higher.
You need the employee’s agreement. Imposing changes without consent carries significant legal risk including constructive dismissal claims.
Consultation, fair selection criteria, consideration of alternatives and proper notice. For 20+ redundancies, collective consultation obligations apply.
Related Scenario Guides
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Step-by-step employer guidance on running fair disciplinary and grievance processes. Written for North West SMEs.
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HR advice for employers across Bolton, Manchester and the wider North West. · Last reviewed: March 2026