The Bill proposes that unfair dismissal becomes a day one right, fundamentally altering the employment landscape by removing the two-year waiting period currently in place.
As the Bill is likely to come into force by 2026, employers will need to adopt a more careful recruitment strategy to navigate the new challenges presented.
The introduction of a statutory probation period is under consultation, but it is unclear how this will coexist with the day one right to claim unfair dismissal.
Employers might turn to AI solutions to limit headcount and mitigate the risks of potential tribunal claims that could arise from unfair dismissal allegations.
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