Unfair dismissal
Updated with a reference to Pal v Accenture, which confirmed how employee capability should be assessed.
Updated with a reference to Pal v Accenture, which explored the difference between “capability” and “some other substantial reason” dismissals.
Updated to reflect that the Government has confirmed that this change will take effect on 1 January 2027.
Updated to reflect that the Government has confirmed that this change will take effect on 1 January 2027.
Updated to reflect that the Employment Rights Bill received Royal Assent on 18 December 2025.
Updated to reflect that the Employment Rights Bill received Royal Assent on 18 December 2025.
Updated to reflect that the Employment Rights Bill received Royal Assent on 18 December 2025.
Drawing on our latest research data, Brightmine content managers Bar Huberman and Sheila Attwood set out the key priorities for HR and reward professionals in 2026. CEO Scott Walker also joins the podcast to discuss one of the key trends of recent years - AI in the workplace.
The government will reduce the qualifying period for unfair dismissal from two years to six months, dropping Labour's longstanding manifesto commitment in the Employment Rights Bill to make it a day-one right.
MPs have rejected amendments to the Employment Rights Bill tabled by the House of Lords, which the government said would have weakened the Bill, including watering down the day one right to protection from unfair dismissal and limiting those able to benefit from the ban on 'exploitative' zero hours contracts.
HR and legal information and guidance relating to unfair dismissal.