On 27.11.25 the Government announced a significant shift in the Employment Rights Bill and a plan to reduce the qualifying period for unfair dismissal from two years to six months, rather than introducing full day-one rights.

The date is yet unclear, but The Bill will return to the Commons on 8 December, before heading back to the Lords. The timeline is tight, but the Government insists it will keep reforms on track for implementation starting in April 2026. We will of course, keep you posted.

However, please remember that existing day one protection remains for a number of matters, e.g., discrimination, whistleblowing and automatically unfair grounds.

The compromise on unfair dismissal rights does not affect the package of day-one entitlements already confirmed. From April 2026, employees will gain:

• Day-one statutory sick pay
• Day-one paternity leave
• Day-one parental leave

With the reduced unfair dismissal qualifying period to a six-month, proactive planning now will help employers ensure compliance and minimise risk. 

Here are areas to focus on, and remember, Advo can support you every step of the way.

Strengthen Recruitment to Avoid Costly Mistakes Later

• Tighten pre-employment screening.
• Refresh job descriptions and expectations so there’s no ambiguity from day one.

Advo will review recruitment practices, upgrade documentation and ensure your hiring processes are robust, fair and legally compliant.

Probation Implement structured, well-documented probation plans.

• Carry out early and frequent check-ins — not last-minute reviews.
• Set reminders for reviews at three and five months.
• Ensure managers understand the risk of letting employment drift past six months.

We create probation frameworks, induction tools and manager guidance that help you evidence performance concerns and make safe decisions.

We train managers to handle early-stage issues confidently and compliantly.

The upper limits for employment tribunal compensation have increased as of April 6, 2025, and there are also plans to potentially lift the cap on unfair dismissal compensation entirely

At Advo, we sincerely hope your business will never have to defend an employment tribunal claim. Our priority is to provide clear, commercial and compliant advice designed to prevent issues from escalating into litigation. Alongside our expert HR guidance, we offer optional employment indemnity insurance to provide additional financial protection and peace of mind.

With major reforms arriving quickly, Advo’s HR and payroll teams are here to help you prepare, stay compliant and protect your business from unnecessary risk.

If you would like to review your readiness or discuss tailored support, Advo is ready to help.