Changing staff contracts? "Fire and rehire" becomes automatically unfair from 1 January 2027.

Acas says dismissing and re-engaging staff on worse terms will be automatically unfair in most cases from January 2027. Until then, a statutory Code applies, and a tribunal can add up to 25% to an award if you ignore it. Check your process in two minutes, free.

Run the free check See the pack

Free 8-point check

Tick what is true before you propose a change. Based on the Code of Practice on dismissal and re-engagement.

We have written down the business reason and why a contract change is needed We looked at other options first (ways of working, savings elsewhere, phasing) We know who is affected, including anyone on sick, maternity, paternity or adoption leave We have decided who to consult: union, representatives, or each employee We will share information in writing, early, with the reasons and the proposed wording We checked what the contract allows us to change without agreement We will keep a record of every meeting, question and answer We will call Acas before anyone mentions dismissal

Tick the boxes that are true.

Nothing you tick leaves this page. Sources: the Code (GOV.UK), Acas.

What the Code asks of you

Explore alternatives to dismissal and consult in good faith, aiming for an agreed outcome.
Share information early and in writing: the changes, who is affected, the business reasons, timing, other options and next steps.
Consult as long as reasonably possible. Do not threaten dismissal as a tactic or raise it unreasonably early.
Contact Acas before raising the prospect of dismissal and re-engagement.
Treat dismissal and re-engagement as a last resort, with a fair reason and fair procedure.

The Code does not cover every legal duty (collective consultation, TUPE, pensions, health and safety) and does not apply where the only reason for dismissal is redundancy. Acas says an updated Code will follow in 2027.

The Consultation Pack

Pre-proposal checklist: reason, alternatives, impact, contract clause, other duties.
Who to consult: union, representatives or individuals, with the reason recorded.
Information letter and consultation meeting record.
Re-examination checklist and confirmation letter.
Excel tracker: proposals, contact log, employees affected, and written-statement deadlines (one month after new terms take effect).

What it is not: a template pack, not legal advice. Take advice from Acas or an employment solicitor before you raise dismissal or impose any change.

$29

One-off. Instant download after payment. Word and Excel files.

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Checkout by Polar, in US dollars. If the file does not arrive, email fuseini.metadata@gmail.com with your receipt.

Questions

Does the pack stop a claim? No. It helps you follow the Code and keep records. A tribunal looks at what you did.

Is this only for big changes? The Code applies whatever the number of employees and the reason for the change.

Northern Ireland? Different law. This pack is for England, Wales and Scotland.