Why employers need to act now on the new six‑month unfair dismissal rules
15 Jul 2026
One of the most fundamental changes to employment law is just a few months away.
If you have not started planning for it yet, you really do need to start now.
From 1 January 2027, the qualifying period for ordinary unfair dismissal will fall to just six months.
And that is a shift that will reshape how employers manage people long before the date arrives.
What’s changing
For years, organisations have operated with a two‑year window.
That didn’t mean managers could dismiss people without care or proper process, but it did provide time to address early performance concerns, rethink hiring decisions or deal with conduct issues before legal protection kicked in.
That breathing space is about to shrink dramatically.
And the change is more immediate than many realise.
Anyone who already has six months’ service on 1 January 2027 will gain protection overnight. Large parts of the workforce will move into a different legal landscape without employers making a single change to their staffing.
Six months is not a long time. In many organisations, a new starter is still finding their feet, completing induction or settling into their role when they reach that threshold.
If concerns aren’t spotted early, if feedback isn’t meaningful or if documentation is inconsistent, employers could find themselves exposed to unfair dismissal risks far sooner than they are used to.
This is why preparation cannot wait until late 2026.
What employers need to do now
Employers need to be reviewing their processes now to ensure they are ready for the new regime.
That starts with managers. They will be the ones making decisions, holding conversations and documenting concerns – and they need to understand how the change affects their day‑to‑day responsibilities.
Briefing managers on the new rules is essential, but briefing alone won’t be enough. They will need training to recognise issues earlier, confidence to act promptly and support to ensure reviews, feedback and documentation are rigorous and consistent.
The shift also raises the stakes across wider employee relations. Disciplinaries, redundancies, sickness absence and performance management will all carry greater risk. With the compensatory cap being removed, the financial consequences of getting it wrong could be significant. A weak process that might previously have been resolved informally could now lead to costly claims.
For many organisations, this will mean tightening probation processes, strengthening performance management frameworks and ensuring decisions are evidence‑based and defensible. It may also mean revisiting policies, refreshing templates, reviewing documentation standards and ensuring managers have access to timely HR support.
We can help
The employers who thrive in 2027 will be those who act early.
Those who wait may find that their existing practices simply aren’t robust enough for a six‑month qualifying period and will then find themselves scrambling to play catch up.
The good news is you’re not alone.
If you’re looking at your current processes and wondering whether they’ll withstand the new landscape, Wright HR can help you get ahead of the change.
We can help with everything from policy reviews and manager training to practical support with performance, conduct and capability issues. Now is the moment to prepare, not react.
Click the button to get in touch.
