The protective qualifying period of 2 years for unfair dismissals is being reduced to just 6 months. This shift turns early-stage performance management from a routine HR task into a critical legal shield. 

By October 2026, the Employment Rights Act moves from the "planning phase" to the "enforcement phase." Old contract templates, outdated handbooks, and "standard" probation clauses will no longer protect your business—in fact, they may become your biggest liability.

To protect your business, you must change how you track, manage, and review new staff performance from day one, ensuring your probation periods are robust enough to withstand the new unfair dismissal rules. This session acts as your master audit. We will walk through everything you need to know and how to prepare your business for these legal shifts.

Join HR expert Amanda Chadwick as she explores:

• The reduction of the Unfair Dismissal qualifying period and its immediate impact on your onboarding strategy.

• Proactive performance management for new staff to identify and address issues well before the 6-month deadline.

• How to structure and adapt your probation periods to directly mitigate the risk of an unfair dismissal claim.

• How to handle a short-service dismissal with confidence and full legal compliance.

Registration Bonus

As a thank you for registering, we're offering all registrants a complimentary review of their current probation period policy or dismissals process. Take this opportunity to gain peace of mind from our Employment Law experts, and ensure your documentation is protecting you and your business from legal repercussions.