Although the legislation is still making its way through Parliament, employers should begin preparing for change. Whether the qualifying period becomes six months or day one protection in some form what is almost certain is that the current two year period will be shortened.

HR teams should still be reviewing their onboarding, probation and performance management policies. Greater emphasis will need to be placed on documenting concerns and giving meaningful feedback at an early stage. Managers should be trained to identify issues within the first few months of employment and to follow a fair process even during probation.

It is also advisable to keep records of informal conversations and any early concerns raised. This will be vital if disputes arise within the shorter qualifying window that is likely to apply under the new law.

We are monitoring developments closely and will provide updates as the Bill progresses through Parliament. In the meantime, if you have questions about how to prepare for the changes or need to update your internal procedures, please get in touch with our employment team.