The CIPD is urging businesses to review hiring and people management practices ahead of major reforms to unfair dismissal rules under the Employment Rights Bill.

One of the most significant reforms would see the two-year qualifying period for unfair dismissal replaced with a nine-month statutory probation period, and a new ‘light touch’ process for dismissing staff during this time.

Whichever proposal is ultimately taken forward, employers will need to review how they hire, onboard and manage new starters. Crucially, they’ll need to make sure managers are properly trained to make fair, evidence-based decisions.

Although the new rules won’t apply until 2027 at the earliest, employers should start to review their current practices and ensure managers are actively managing the performance of new staff during contractual probation periods, to ensure they are ready for the changes.

 

There is still some uncertainty around the proposals in the Employment Rights Bill but employers can start now by strengthening recruitment processes, setting clear expectations through better onboarding and giving managers the tools to recognise and record performance concerns consistently.

Ben Willmott, Head of Policy and Practice, CIPD