Changing Employment Contracts
How to change terms and conditions of employment lawfully.
Employer-Side Advice Only
CIPD Qualified
ERA 2025 Updated
Bolton, Manchester, North WestHow to change terms and conditions of employment lawfully. This is an employer-focused guide written specifically for North West businesses. Scroll down for the full breakdown, or book a free consultation if you need advice on this right now.
What Employers Need to Know
This guide covers the key legal and practical considerations around changing employment contracts for employers in the North West. The law in this area is well established, but the practical application often catches employers out.
Getting this right requires understanding both the legal framework and the procedural steps that employment tribunals expect to see. The sections below walk you through both.
The Legal Framework
The legal position on changing employment contracts is governed by the Employment Rights Act 1996, the Equality Act 2010 where applicable, and the Acas Code of Practice on Disciplinary and Grievance Procedures.
Employment tribunals assess each case on its own facts, but the principles are consistent: was there a fair reason, was the process fair, and would a reasonable employer have acted in the same way?
Practical Steps for Employers
The practical steps you need to take will depend on the specific circumstances, but the following framework applies in most cases:
Gather the facts before making any decisions
Document everything from the outset
Follow the Acas Code of Practice where it applies
Take advice early, before making any final decision
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.
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HR advice for employers across Bolton, Manchester and the wider North West. · Last reviewed: March 2026