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The Employment Rights Bill would reshape unfair dismissal by reducing the current two-year qualifying period and introducing an “initial period of employment” that functions like a statutory probation.
Today, employees typically need two years’ service before they can bring an unfair dismissal claim. The bill proposes unfair dismissal protection from day one (subject to an initial period acting as a statutory probation). That probation is likely to matter more if a “light-touch” dismissal process applies during this period.
We can expect employers to document performance earlier and to think twice about quick hires. The timing and detailed rules are not yet settled, but the key change is when unfair dismissal rights begin.
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