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.
On 20 May 2026, the Home Office amended its guidance for sponsors, reversing previous guidance it had issued on 6 March 2026, which appeared to require sponsors to check the right to work of all workers they engage, including those they do not employ directly. The new guidance confirms that checks on workers who are not direct employees are only required if they are sponsored by the employer.
On 20 May 2026, the Home Office amended its guidance for sponsors, reversing previous guidance it had issued on 6 March 2026, which appeared to require sponsors to check the right to work of all workers they engage, including those they do not employ directly. The new guidance confirms that checks on workers who are not direct employees are only required if they are sponsored by the employer.
On 20 May 2026, the Home Office amended its guidance for sponsors, reversing previous guidance it had issued on 6 March 2026, which appeared to require sponsors to check the right to work of all workers they engage, including those they do not employ directly. The new guidance confirms that checks on workers who are not direct employees are only required if they are sponsored by the employer.
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 refer to the Court of Appeal decision in Maritime and Coastguard Agency v Groom, which confirmed that the coastal rescue volunteer had worker status.
Updated to reflect that restrictions on automated decision-making are removed by the Data (Use and Access) Act 2025 from 5 February 2026, but that employers must still have safeguards in place.