1st July 2026 BIG NEWS: Employers – The Clock Has Started Ticking

Why 1st July 2026 could be a significant date for your business

At first glance, 1st July 2026 may seem like just another date in the calendar. However, for employers across the UK, today marks the start of a countdown that could have a significant impact on how new employees are managed in the future.

With the ongoing implementation of the Employment Rights Act 2025, one of the most anticipated employment law changes is the proposed reduction of the qualifying period for ordinary unfair dismissal claims from two years’ service to six months’ service, expected to take effect on 1st January 2027.

While that may still feel some way off, employers should pay close attention to what happens next.

Why Today Matters

Any employee recruited from 1st July 2026 onwards will have reached six months’ service by the time the new rules are expected to come into force on 1st January 2027.

In practical terms, this means that employees joining your business from today could potentially acquire the right to bring an ordinary unfair dismissal claim once the new legislation takes effect.

For employers, that changes the importance of the first few months of employment dramatically.

This isn’t a reason to become cautious about recruitment. Businesses still need great people to help them grow and succeed. Instead, it’s a reminder that the foundations you put in place during those early months have never been more important.

Are Your Probation Processes Working?

Many employers have probation periods in place. However, in our experience, the issue isn’t usually the probation policy itself, it’s whether the process is actively managed.

Ask yourself:

• Are probation review meetings taking place when they should?
• Are managers giving regular, constructive feedback?
• Are concerns around performance, conduct or attendance being addressed promptly?
• Are conversations being documented and followed up?
• Are extension decisions being made fairly and consistently?
• Do your managers understand when and how to seek HR advice?
• Are dismissal decisions legally sound and supported by evidence?

If any of these questions make you hesitate, now may be the time for a review.

Good Probation Management Benefits Everyone

Too often, probation periods are viewed simply as a mechanism for ending employment if things don’t work out.

In reality, a well-managed probation period is one of the most powerful tools an employer has for setting employees up for success.

When managers provide clear expectations, regular feedback and appropriate support, new starters are more likely to:

✅ Integrate successfully into the team

✅ Understand what good performance looks like

✅ Build confidence in their role

✅ Address issues before they become significant problems

✅ Feel engaged and valued within the business

Good probation management isn’t about finding reasons to dismiss people. It’s about helping people succeed while ensuring the business can address concerns fairly and promptly where necessary.

The Six-Month Window Employers Shouldn’t Waste

The period between now and January 2027 presents a valuable opportunity for businesses to review their people management practices.

Employers should consider:

Reviewing onboarding processes

First impressions matter. Effective onboarding helps new employees understand expectations from day one and provides a strong foundation for future performance.

Strengthening probation procedures

Ensure review dates are built into managers’ diaries and that meetings are recorded consistently.

Training managers

Many employment issues arise not because policies are missing, but because managers lack confidence in having difficult conversations. Providing practical people management training can make a significant difference.

Improving documentation

Clear records of objectives, feedback, support provided and review discussions can be invaluable if decisions are later challenged.

Auditing policies and contracts

Now is a good time to review employment contracts, probation clauses and related HR policies to ensure they remain fit for purpose.

Good HR Is About Conversations, Not Paperwork

At Foreshore HR, we often say that good HR isn’t created by having the thickest employee handbook or the most complicated forms.

It’s created by having the right conversations at the right time, setting clear expectations, supporting managers, and maintaining accurate records of important discussions.

The businesses that will navigate these changes most successfully are not necessarily those with the largest HR departments—they are the ones that create consistency, fairness and accountability from day one of employment.

How Foreshore HR Can Help

Whether you’re confident your processes are in good shape or would simply like an independent review, our experienced HR Associate team can help you assess your current onboarding, probation and performance management processes and identify practical improvements before these changes take effect.

The countdown has started. The question is: Is your business ready?

Sam Seymour
Foreshore HR

📧 sam@foreshorehr.com
📞 023 9298 2685
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Practical HR support for SMEs – helping employers manage people with confidence.