An employee's terms will usually alter during their employment (for example, their pay may increase). Most changes will be uncontroversial, but sometimes employers want to do something that the employee is less willing to accept. In such cases, the employer must know how to make the change legally binding while minimising any possible disruption.
Labour MP Siobhain McDonagh has suggested that thousands of M&S staff could lose their jobs in the run up to Christmas if they reject a pay deal. Staff who have not accepted new terms would have their contracts of employment terminated and be offered re-employment under new terms, as part of the bid to implement changes to pay and pensions. Terminating staff for not accepting changes to terms and conditions seems a risky and extreme course of action, but is this the correct way to go about implementing contractual changes?