The government has confirmed that under the updated Employment Rights Bill (ERB), the qualifying period for ordinary unfair dismissal protection will be reduced from two years to six months. While the proposed “day-one” rights have been dropped, this six-month threshold signals a major shift in expectations for how employers manage early employment.
Businesses should act now. First, ensure probation and onboarding processes are clearly documented in contracts, handbooks and offer letters, with transparent expectations from day one. With dismissal risk higher in the first six months, employers should also embed structured early-review processes, including regular check-ins, mid-probation assessments and a final review. Ensure to carefully document performance, feedback, training and outcomes.
Using HR systems to track probation periods, key dates, and reminders is essential to avoid missed deadlines or poorly managed decisions around confirming, extending or ending employment. Employers should treat probation as a strategic period: support new hires with clear objectives, feedback, mentoring and cultural integration, while addressing performance issues promptly and fairly.
The six-month threshold forms part of wider ERB reforms arriving next year, including updates to sick pay, parental leave and broader worker protections. Although the dismissal changes are expected to take effect in 2027, employers should prepare now by reviewing policies, training managers and strengthening onboarding and performance-management processes.
Regent HR can support organisations in updating policies and building effective, compliant early-employment practices to create a stronger and more resilient workforce.
Learn more at our website: www.RegentHR.co.uk