The UK is about to see one of the most significant shifts in employment law in years. Under the government’s Plan to Make Work Pay, the Employment Rights Bill proposes to make unfair dismissal protection a “day one” right — removing the current two-year qualifying period.

This change is designed to boost job security and fairness for employees but for employers, it means a major rethink of onboarding, probation, and performance management.

Right now, employees must complete two years’ service before they can claim unfair dismissal.

The new Bill abolishes that rule, giving everyone immediate protection — from the moment they start work. The government plans to introduce:

• An “initial period of employment” (expected to last around nine months) — similar to a statutory probation period.
• A modified fairness test for dismissals during that period.
• Continued standard rules for redundancies, even in the early months.

The government’s latest Roadmap confirms that “day one” rights won’t take effect until 2027, later than first expected. But employers shouldn’t wait — every new hire made today could soon fall under these new protections.

So, what employers should do now

Start preparing early:

• Review contracts and probation clauses to ensure they’ll comply.
• Strengthen performance management and documentation from day one.
• Train line managers on fairness and feedback.

How Advo Can Help

At Advo, our HR experts help employers navigate legislative change with confidence.

We can review your contracts, advise on fair dismissal procedures, and support your managers to prepare for the “day one” unfair dismissal era.

Our aim is to make compliance clear, practical, and people-focused — helping you protect both your business and your teams.

Please get in touch to find out how we can support your organisation.