The CIPD welcomes the UK Government’s acceptance of a six-month qualifying period for unfair dismissal after raising people profession and employers’ concerns
The CIPD has welcomed the planned inclusion of a six-month unfair dismissal period in the UK Government’s Employment Rights Bill. Following negotiations between trade unions and employer bodies, including the CIPD, the government is now seeking to amend its previous plans in a bid to break an impasse with opposition peers in the House of Lords.
The government had originally planned to remove the current two-year qualifying period entirely and create potentially complex new probation rules. Following these negotiations the government hopes the House of Lords can reach agreement over the bill to allow it to receive Royal Assent before Christmas. However, until both the House of Commons and the House of Lords have considered and voted on the bill again, there remains some uncertainty.
Throughout the development of the bill, we have ensured the voice of the profession is heard by government and have engaged across all parties, so that your concerns are heard at the highest levels. We have consistently highlighted the potential complexity of new rules and the impact of removing the qualifying period on employer confidence and on opportunities for younger workers or those needing extra support.
This outcome shows the strength of the profession’s voice when working together with other employer bodies, ininfluencing legislation that balances employer needs with protections for employees.
While this result prevents some of the complexity of a day one right to claim unfair dismissal and a new probation period, it is still a significant change for employers used to a two-year unfair dismissal qualifying period and employers will need time to plan and adjust.
At the CIPD, we’d also still like to see more clarity and consultation on other areas of the Employment Rights Bill as secondary legislation and regulations are drafted. These include ensuring any new rights for zero and low-hours workers and proposals on trade union access and recognition are workable.
All of these changes will need timely and practical guidance, otherwise they could disrupt recruitment and growth plans or create workplace tensions. We’ll continue to work closely with the profession to gather your views and ensure we represent employers’ views.
“The Government must keep listening and stay open to practical solutions to ensure the Employment Rights Bill doesn’t become a barrier to growth. And we’ll continue to provide evidence, insights and advice from our members.”
People professionals will be crucial in helping organisations prepare for the Employment Rights Bill, developing fair and robust practices and policies throughout the employee lifecycle.
By embedding effective and structured recruitment, onboarding and performance management practices, you can help your organisation navigate the changes while ensuring fairness, transparency and driving high performance.
We’ll continue to support you through regular updates, guidance and resources to ensure you can implement the changes with confidence.
Of course, changes to unfair dismissal rules are only one part of the Employment Rights Bill. The Government will be rolling out changes in phases throughout 2026 and 2027, with key changes to statutory sick pay and paternity leave coming in April 2026.
For the most up-to-date information, timelines and guidance, visit our Employment Rights Bill tracker. And to understand how you can prepare for the changes, check out our video, which highlights key actions for employers. You can also explore the Government’s roadmap to see which changes are currently planned to come in when.
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