Is your business ready for the January 2027 unfair dismissal changes?

A free 3-minute check for employers. Review how probation works in practice and get practical next steps for your process and your managers, ahead of the unfair dismissal changes on 1 January 2027.

For employers in England, Scotland and Wales. This is a quick indication only- not a formal HR audit, legal advice or confirmation of compliance.

Choose 'Yes' only if the whole statement is true. Choose 'Partly' if some, but not all, of it is in place.

1. Our probation process sets out review points, possible outcomes and who is responsible for making decisions.

2. From the start, every new employee knows what is expected in their role, including performance and conduct standards.

3. Probation review dates are scheduled, completed on time and recorded.

4. Managers raise performance or conduct concerns promptly rather than waiting until the end of probation.

5. Managers record specific concerns, support offered, agreed actions and follow-up dates.

6. When performance falls short, employees receive clear feedback, appropriate support and a reasonable opportunity to improve.

7. Managers know when to seek HR advice before extending probation, starting a formal process or ending employment, especially where an employee’s legal rights could be affected.