"I think the law in respect of unfair dismissal will be probably the biggest out of everything with the new changes, purely because it's been reduced. It was initially proposed as a day one right, but now it's been amended to six months. Currently, the law is two years. Six months is not a long period of time to decide whether somebody is fit for that role or not."
"I think what it will do is it means that employers are going to have to be thinking about their recruitment processes, their probationary period processes, to make sure that they are sufficiently able to identify whether that person is a right fit for the business within a relatively short space of time."
"Not at all as yet, because we still don't know what this law is going to look like. We've had this ping pong back and forward between the House of Commons and House of Lords with regards to various amendments."
The Employment Rights Bill has received royal assent and become the Employment Rights Act 2025. The Act reduces the qualifying period for unfair dismissal claims from two years to six months. Employers and employees need to prepare for changes affecting workplace protections. The shortened qualifying period will require employers to adapt recruitment and probationary procedures to assess suitability within a shorter timeframe. Reforms are expected to be phased in from next year. Many employers remain unprepared because final legislative wording remains uncertain after amendments between the House of Commons and the House of Lords.
Read at London Business News | Londonlovesbusiness.com
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