There’s a major employment law change coming into force on 1 January 2027.
But, if you’re hiring from 1 July 2026, it already affects you.
Anyone you hire from now on could gain the right to claim unfair dismissal after just six months.
The two-year buffer is effectively gone for those employees.
The clock starts the moment they walk in.
Here’s what that means in practice:
Tighten up how you hire
Structured interviews, consistent questions, proper references followed up.
If a hire goes wrong and ends up at tribunal, the recruitment process will come under scrutiny too.
Make onboarding formal
New starters need written expectations and a structured induction from day one.
If things escalate, the first question is always what they were told and whether you can prove it.
Raise concerns early
Most problems aren’t surprises. If you’re spotting issues at month two but not saying anything until month five, you’ve got very little to work with.
Regular one-to-ones and short written notes go a long way.
You can still dismiss within six months
Just not informally. A quiet “it’s not working out” with nothing documented won’t hold up.
You need a paper trail, evidence of support and a fair process, even in the early months.
Your managers are where the risk actually sits
Good contracts help, but if managers avoid difficult conversations or don’t document issues, that’s where claims come from.
If you’re hiring this summer and want to make sure that you’re set up properly before January, feel free to get in touch.
Q&A
Q: What is the new unfair dismissal rule coming in January 2027?
A: Employees hired after 1 July 2026 will gain unfair dismissal rights after six months instead of two years.
Q: Does this affect people I hire now?
A: Yes. Anyone hired from 1 July 2026 is covered.
Q: Can I still dismiss someone within six months?
A: Yes, however but you must follow a fair, documented process.
Q: What should employers do now?
A: Strengthen hiring, formalise onboarding, raise concerns early and ensure managers document issues.
Q: Who is most at risk under the new rules?
A: Managers who avoid difficult conversations or fail to keep written records.
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