The Government has recently signalled its intent to remove the two-year qualifying service requirement currently in place for employees to bring an ordinary unfair dismissal claim. This change would extend protection to more employees, reducing the barrier for those seeking recourse against unfair dismissal.
Currently, employees must complete two years of continuous service before they can make a claim for ordinary unfair dismissal. The proposed reform, if enacted, would eliminate this qualifying period, thereby extending immediate protections to new employees. This shift reflects a broader government commitment to workplace equity and the empowerment of workers, particularly those in early employment stages.
While the idea of a statutory probationary period is under consideration, the details, such as duration, terms, and how it might impact new dismissal protections, have yet to be specified within the Employment Rights Bill. Instead, further details will be provided via separate regulations following a period of consultation.
What’s Next?
With these proposals still in consultation and lacking detail, the practical implications for employers and employees are unclear. Employers will need to watch for upcoming announcements, as changes could alter hiring and dismissal protocols. Additionally, should a statutory probation period be introduced, understanding how it will interplay with unfair dismissal claims will be essential for compliance.
How Can Lightfoots Solicitors Help?
As new employment laws take shape, our team at Lightfoots Solicitors is ready to help both employers and employees navigate these potential changes. If you have questions about current unfair dismissal requirements or are interested in understanding how the proposed reforms might impact your workplace, reach out to us today.
Contact Us:
Email: enquiries@lightfoots.co.uk
Telephone: 01844 212 305