The Employment Rights Act 2025 reduces the qualifying period for unfair dismissal to six months from 1 January 2027. Employers should consider the impact this will have on probationary periods and whether they need to implement any changes in time for the new rules. This guide has been updated to include guidance for employers on preparing for the reduced unfair dismissal qualifying period.
Various changes under the Employment Rights Act 2025 took effect on 6 April 2026. HR should begin planning for further reforms due to be introduced later in 2026.
Updated to reflect that the maximum protective award for failure to consult collectively doubles from 6 April 2026, under the Employment Rights Act 2025. The collective consultation duty can apply when an employer proposes to dismiss and re-engage employees to change their contract terms.
Practical guidance on the restrictions on harmonising contractual terms and conditions following a TUPE transfer, including economic, technical and organisational (ETO) reasons for variation, and the potential impact of restructures.