When does the six-month unfair dismissal rule start?

GOV.UK says most employees in Great Britain will be able to claim ordinary unfair dismissal after six months’ service for dismissals from 1 January 2027. The usual qualifying period currently remains two years. Northern Ireland has separate rules.

Check the current eligibility guidance and government implementation timetable before relying on a future date.

Does shorter service make dismissal safe?

No. Discrimination protections and certain automatically unfair dismissal rights can apply from day one. Contractual rights and notice also matter. Eligibility to bring an ordinary unfair dismissal claim is separate from whether the employer’s reason and procedure are fair.

Should probation be six months?

There is no statutory probation length. Choose a period that fits the role, with review points that give time for feedback and support. A six-month probation period is not a substitute for a fair process or an exemption from employment rights.

Our probation guide covers objectives, reviews and extensions.

What should employers prepare now?

  1. Check contracts: review probation, notice and extension terms.
  2. Bring feedback forward: give managers review dates and clear ways to record progress.
  3. Address concerns fairly: establish the facts, explain the issue and allow the employee to respond.
  4. Consider individual circumstances: check adjustments, pregnancy, whistleblowing and other protected rights.
  5. Record the decision: retain evidence, support offered, the employee’s account and your reasons.

Is six months also the tribunal deadline?

These are different rules. Most tribunal claim time limits increased from three to six months on 1 October 2026, but older events may still fall under the previous rules and exceptions apply. Early conciliation also affects deadlines. Use Acas’s current time-limit guidance rather than calculating a deadline from this summary.

When should you seek advice before dismissal?

Get help where there is a grievance, possible discrimination, inconsistent treatment or a complicated performance history. Do not rush a dismissal to beat a service threshold. Adept HR can help organise the facts and support a fair process before a final decision is communicated.