The decision is in - Employment rights update: Government backdown on day-one unfair dismissal
After weeks of parliamentary ping-pong, the House of Lords has stuck to its guns on its stance against the proposed day-one unfair dismissal. To move the legislation forward, Government ministers have now accepted the advice from the House of Lords.
Instead, the qualifying period to bring an unfair dismissal claim will be reduced to six months (down from two years). The proposals for day-one Statutory Sick Pay and day-one paternity pay will still go ahead.
What does this mean
This outcome gives businesses a clearer route to plan. A six-month threshold means the way you manage and document any new starter’s progress will carry more weight earlier. Getting processes, policies and managers operating tightly in that 6-month period will reduce risk and save time later.
So what should you do now?
It means businesses can get plans in place and ensure their processes and policies reflect the new qualifying period.
Refresh documents: Update probation wording, new-starter processes, dismissal templates, and handbook references to reflect a six-month qualifying period.
Brief managers: Ensure supervisors and managers understand fair and consistent handling for new starters and have clear expectations and guidance.
Prepare for day-one SSP and paternity: Line up payroll changes, policy updates and simple communications so employees and managers know what to expect from day one.
We have already been working with some clients on preparing themselves and their businesses for these changes. If you would like further support on how to update your processes, policies and support you to implement the changes across your business, now is the time to get in touch.
Contact us: info@castlehr.co.uk
