As a family-run recruitment agency that’s worked with local employers and jobseekers for years, we’ve seen our fair share of policy changes shake up the employment landscape. Some come and go without much impact - others genuinely reshape how people hire, work, and build careers.
The Government's decision to shift from “day one” unfair dismissal rights to a proposed six-month qualifying period has already sparked strong opinions. But from where we sit - working closely with small businesses and candidates every day - there are some practical considerations worth highlighting.
Here’s what this change may mean in practice.
A More Balanced Approach for Small Businesses
Many small employers have been nervous about the idea of day-one unfair dismissal rights. For a family-run shop, a small café, or a growing start-up, every hire is a big investment - not just financially, but emotionally too. When you’ve only got a handful of staff, getting the hiring decision wrong can put real pressure on the whole team.
By setting a six-month qualifying period, the government has created a workable compromise. Employers still need to treat people fairly - and most genuinely do - but they now have a realistic timeframe to assess whether someone is the right fit without immediately worrying about tribunal risks.
By setting a six-month qualifying period, the Government has introduced a compromise that aligns more closely with how most businesses already manage probation. Employers will still need to treat people fairly (and most genuinely do) but they now have a more practical timeframe to make sure the role and individual are the right fit.
This will, in our view, make some business owners more confident about hiring again, especially after years of economic uncertainty.
A Win for Jobseekers Too — Especially Compared to the Old Two-Year Rule
While six months isn’t as protective as day one, it’s still a significant improvement on the previous two-year requirement.
Many people - especially those in hospitality, retail, entry-level roles, or those returning to work after a break - never reached the two-year mark. That meant they had very limited protection if a job changed suddenly or an employer acted unfairly.
Under the new rules, jobseekers may:
For anyone re-entering the job market or moving from temporary to permanent work, this shorter qualifying period could make a meaningful difference.
Potential for More Opportunities and More Hiring
Something we don’t talk about enough is how fear affects hiring. When employers feel their risk is high, they may:
A six-month buffer gives businesses a bit more room to breathe — and this may encourage them to:
And when employers feel more confident, jobseekers often benefit
Reflecting How Most Jobs Work in Reality
Most businesses already use probation periods of three to six months. Bringing the law closer to real workplace practice creates greater clarity.
For jobseekers, this means:
It also ensures that your rights kick in once you’ve proven yourself through a fair and familiar process.
Where We Still Need to Keep an Eye
It’s not all perfect, of course:
As always, how this plays out in the real world will take time. But from what we’re hearing day-to-day, many small businesses feel more confident — and many jobseekers say the six-month threshold feels far more achievable.
Our Take
We’re in the business of connecting people — not pushing them through systems. And from that perspective, the new six-month qualifying period strikes a sensible balance.
We’re in the business of connecting people - not pushing them through systems. And from that perspective, the proposed six-month qualifying period aims to strike a balance that supports both sides of the market.
• Jobseekers gain earlier protection.
• Employers gain confidence to hire.
• The labour market remains flexible but fair.
For us, that’s a step in the right direction.
If you’re a jobseeker unsure how this might affect you, or an employer thinking about how to adapt, we’re always here for a chat. As a small, independently run agency, we pride ourselves on honest, straightforward support - and we’re always happy to help you navigate changes like this.
Reach out — we’re here to help.
As a family-run recruitment agency that’s worked with local employers and jobseekers for years, we’ve seen our fair share of policy changes shake up the employment landscape. Some come and go without much impact - others genuinely reshape how people hire, work, and build careers.The Government's decision to shift from “day one” unfair dismissal rights to a proposed six-month qualifying period has already sparked strong opinions. But from where we sit - working closely with small businesses and candidates every day - there are some practical considerations worth highlighting.Here’s what this change may mean in practice. A More Balanced Approach for Small BusinessesMany small employers have been nervous about the idea of day-one unfair dismissal rights. For a family-run shop, a small café, or a growing start-up, every hire is a big investment - not just financially, but emotionally too. When you’ve only got a handful of staff, getting the hiring decision wrong can put real pressure on the whole team.By setting a six-month qualifying period, the government has created a workable compromise. Employers still need to treat people fairly - and most genuinely do - but they now have a realistic timeframe to assess whether someone is the right fit without immediately worrying about tribunal risks.By setting a six-month qualifying period, the Government has introduced a compromise that aligns more closely with how most businesses already manage probation. Employers will still need to treat people fairly (and most genuinely do) but they now have a more practical timeframe to make sure the role and individual are the right fit.This will, in our view, make some business owners more confident about hiring again, especially after years of economic uncertainty.A Win for Jobseekers Too — Especially Compared to the Old Two-Year RuleWhile six months isn’t as protective as day one, it’s still a significant improvement on the previous two-year requirement.Many people - especially those ...
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