After months of debate between the Government, the House of Lords, and business leaders, the Government has confirmed that the qualifying period for ordinary unfair dismissal claims will be reduced to six months. This replaces its previous manifesto commitment to introduce day-one rights.
The change forms part of the Employment Rights Bill and was agreed to help the Government keep to its published delivery timeline. The Bill will next be considered in the House of Commons on 8 December 2025, with further consultation planned on the detail and implementation of the reforms.
Key points for employers:
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The unfair dismissal qualifying period will now be six months, down from the current two years.
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Protections for employees cannot be changed without primary legislation, and the compensation cap may be removed, although details are not yet confirmed.
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Provisions for the āinitial periodā (essentially a statutory probation period) may be removed, affecting how employers manage early dismissals.
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Effective management of probation periods, performance, and new starters remains crucial, as six months gives less time to assess employees compared with the previous two-year period.
How Supportis can help
Supportis can assist your business by reviewing your probation, performance, and dismissal processes, ensuring they are aligned with the new six-month qualifying period and other upcoming Employment Rights Bill changes. We provide guidance to help you manage new starters fairly, consistently, and in line with legal requirements.
Contact us
For expert advice on unfair dismissal, probation management, or Employment Rights Bill compliance, contact Supportis at 0161 603 2156 or [email protected].
