Practical training to strengthen probation management before unfair dismissal rights change
From 1 January 2027, employees will gain ordinary unfair dismissal protection after six months’ service rather than the current two-year qualifying period.
This is a significant change for employers.
Recruitment, onboarding and probationary periods will need to be managed actively so that concerns are identified early, employees understand what is expected of them and managers make appropriate decisions rather than allowing problems to continue unchecked.
Our practical workshop helps managers understand what the new six-month qualifying period means and how to build a stronger, more effective probation process.
Why Probation Management Matters
A probationary period should be more than a date in an employee’s contract.
It provides an opportunity to establish expectations, monitor performance and conduct, identify support needs and determine whether an employee is suitable for the role.
However, probation periods are often allowed to pass without meaningful reviews, with concerns raised only once problems have become established.
As unfair dismissal protection moves to six months, employers will have less time to address concerns informally before ordinary unfair dismissal rights arise.
Importantly, the Employment Rights Act does not create a statutory probation period or require probation to be a particular length. The focus should instead be on having a fair and effective probation process appropriate to the role.
Employment Rights Act 2025: What Is Changing?
From 1 January 2027, protection from ordinary unfair dismissal will become available after six months’ employment. Employees who already have at least six months’ service on that date will also fall within the new protection.
This makes the early stages of employment increasingly important.
Managers need to understand that probation and unfair dismissal protection are not the same thing. An employee could reach the six-month qualifying period even where their contractual probation has not ended.
Employers also need to remain aware that other employment protections, including discrimination, whistleblowing and contractual rights, can apply before the six-month point.
Strong Probation Processes Start From Day One
Effective probation management should begin at recruitment and onboarding, rather than waiting until the final probation review.
Managers should establish clear expectations around:
- Performance
- Conduct
- Attendance
- Responsibilities
- Training and development
- Workplace standards
Regular conversations and properly documented reviews allow concerns to be addressed early and give employees a reasonable opportunity to understand what needs to improve.
Our Probation and Unfair Dismissal Workshop
This practical half-day workshop is designed to help managers actively manage probationary periods and prepare for the new six-month unfair dismissal qualifying period.
Using realistic workplace scenarios and practical discussion, the workshop will cover:
- The new six-month qualifying period for ordinary unfair dismissal
- What the change means for employers
- The difference between probation and unfair dismissal protection
- Setting clear expectations from the start
- Conducting meaningful probation reviews
- Addressing performance and conduct concerns promptly
- Extending probation appropriately
- Making and documenting decisions
- Understanding fair reasons and fair processes
- Day-one and automatically unfair dismissal risks
- Common management mistakes
The focus will be on giving managers a practical process they can use rather than simply explaining the change in legislation.
What Your Managers Will Gain
Following the workshop, delegates should feel better equipped to understand the impact of the new six-month unfair dismissal qualifying period and use probation as an active management process. They will be able to set clear expectations from the start of employment, identify and address concerns earlier, conduct effective probation reviews and keep appropriate records of performance and discussions. The session will also help managers make more confident decisions around confirmation, extension or termination of employment, while recognising when additional legal risks may need to be considered.
Who Should Attend?
The workshop is suitable for line managers, HR professionals, business owners, team leaders, supervisors and recruitment or onboarding teams, as well as anyone responsible for probation reviews, performance management or dismissal decisions.
Why Choose Bhayani Law?
Our training is delivered by experienced employment law and HR specialists who regularly advise employers on probation, performance management and dismissal decisions.
We combine the legal framework with practical workplace guidance so that managers leave understanding not only what is changing, but what they need to do differently.
Workshop Details
| Date | Time | Location |
| Wednesday 25 Nov 2026 | 9.30 am – 12.30 pm | Zoom |
This workshop can be booked individually or as part of our full programme including Preventing Sexual Harrassment and Working With Trade Unions. For more information, click here.
| Booking option | Price per person | Saving |
|---|---|---|
| Probation and Unfair Dismissal workshop – standard price | £215 + VAT | — |
| Probation and Unfair Dismissal workshop – Watertight client price | £193.50 + VAT | 10% |
| Full programme – all 3 workshops | £548.25 + VAT | 15% |
Book all three workshops and save £96.75 + VAT per person.
Discounts cannot be combined.
Alternatively, if you would like tailored training to your organisation, sector and workplace risks, please contact us on 0333 888 1360 or email [email protected].
Book Your Place
Do not wait until the new qualifying period takes effect to identify weaknesses in your probation process.
Prepare your managers now so they can address concerns early, document decisions effectively and manage probation with greater confidence.
Contact us on 0333 888 1360, email [email protected] or complete our booking form below to reserve your place.
