The new 6-month dismissal rules useful information Free Guide
Unfair dismissal Rules changing Here's what to do!
From 1 January 2027, the qualifying period for unfair dismissal claims drops from 2 years to 6 months.
That 2-year window where you could informally manage someone out with relatively low legal exposure? No more.
Anyone you employ from 1 July onwards can bring an unfair dismissal claim after just 6 months. The first claims could land as early as January 2027.
On top of that, the Employment Rights Act is expected to extend the tribunal time limit from 3 to 6 months (likely October 2026), giving employees a longer window to act. This might sound like a distant policy change, but it affects every hiring decision, every probation period and every difficult conversation you have from this summer onwards. This guide will walk you through what you need to know and what to do about it
What you need to do before 1 July
Start with your hiring. The best way to reduce tribunal risk is to recruit well in the first place. Tighter hiring decisions mean fewer problems down the line.
Then look at your probation process. If it's just a contract clause with no review structure behind it, fix that now.
Make sure that everything is documented from day 1. If it's not written down, it didn't happen. This will be your evidence if a claim is brought.
Train your managers on fair process. They're the ones having (or avoiding) the conversations that determine whether your business is protected.
Review your contracts. Do they reflect the new legal landscape?
And if you're unsure where the gaps are, get advice before acting. An HR consultant can audit your readiness in a single session.