Short answer: yes, you can. But from 1 January 2027, the way you do it has to be different. And, if you get the process wrong, it could cost you. The Employment Rights Act is reducing the unfair dismissal qualifying period from 2 years to 6 months. Anyone you hire from 1 July 2026 will be covered by the new rules. That doesn't mean you've lost the ability to let someone go during their early months. It means you can't afford to do it casually. What the new rules actua

If you're hiring right now, there's a date you need to have on your radar. Anyone you hire on or before 1 July 2026 will gain unfair dismissal protection on 1 January 2027. Anyone hired after that date will gain it once they've been with you for 6 months. Why this date matters: The qualifying unfair dismissal period is dropping massively from 2 years to 6 months. It changes how you need to think about every hire you make from now on. Under the current rules, most empl

Thinking about reversing remote working for your employees? It's something many business owners are considering right now. But rushing the process or missing out crucial steps could end up costing you more in the long run. Before making any changes, you need to understand the risks and how to do things properly. Risk 1: You could lose good people If you bring people back to the office on a whim, you could lose people you can't easily replace. Good employees who've been workin

If you haven't reviewed your sickness absence process since April, your business may already be paying more than it needs to. On 6 April 2026, the rules around Statutory Sick Pay changed. Two updates came into force at the same time and together they shift how absence hits your bottom line. SSP is now payable from the first day of illness. The old waiting days have gone. And the lower earnings limit has been removed, which means more of your workers now qualify. For most smal

As a small business, you may feel like you're at less risk of being taken to an employment tribunal. In our experience, that's not the case. 1: Small businesses are actually at a higher risk of a tribunal claim because you often manage employee issues informally. That leaves you far more exposed compared to larger companies with stricter processes and policies. 2: The new Employment Rights Act has introduced significantly more red tape and made employing people far riskier, r

While several Employment Rights Act changes have already taken effect in April 2026, many more are scheduled throughout the rest of 2026 and into 2027. At Precision HR, we have organised the new laws into clear milestones so you can see what has changed, what is coming next and when action is required. Here are the Employment Rights Act milestones you need to be aware of: Milestone 1: What changed in April 2026 These changes are already in force. They should now be reflected