United Kingdom: Unfair/ Wrongful Dismissal

From 1 October 2026, the time limit for bringing most employment tribunal claims doubled from three months to six months. This significant procedural change affects unfair dismissal, discrimination, whistleblowing detriment and unlawful deductions from wages claims. While the reform aims to provide more opportunity for workplace disputes to be resolved before litigation, it creates practical challenges around evidence preservation, document retention and settlement strategy that employers must address now.

Seismic changes to UK employment law will make dismissing employees far riskier from January 2027, particularly for high earners with valuable benefits like share options. Could Employee Shareholder Status, a little-used legal reform from 2013, provide employers with an elegant solution to manage these new risks?

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Understanding the distinction between qualifying periods and probationary periods is crucial for employers navigating the Employment Rights Act 2025. While both may span six months, they serve fundamentally different purposes in employment law and should never be conflated when managing employee relationships and dismissals.

The UK Employment Rights Act 2025 introduces sweeping changes to unfair dismissal law that could dramatically alter employer liability. Starting January 1, 2027, employees will gain unfair dismissal protection after just six months of service, while compensatory awards for ordinary unfair dismissal will become unlimited. This analysis examines the specific implications for organizations managing exits of senior executives and highly compensated employees with sophisticated remuneration packages.

Customer-facing employees often find themselves in difficult situations when dealing with aggressive customers or suspected theft. This article examines the legal and practical considerations employers must navigate when employees confront customers, including disciplinary procedures, health and safety obligations, and the upcoming third-party harassment provisions under the Employment Rights Act 2025.

Major workplace reforms are set to transform UK employment law between 2026 and 2027, introducing sweeping changes to union rights, dismissal protections, and employee benefits. From electronic union ballots to extended tribunal claim periods and enhanced harassment prevention duties, employers face a comprehensive overhaul of their HR practices and policies. Understanding these changes and preparing strategic responses will be critical for organizations to maintain compliance and manage increased legal exp

Join our in-person panel event in Edinburgh to explore the practical implications of recent unfair dismissal changes and discover effective strategies for managing performance and dismissal risk in today's evolving...

Employment tribunals are seeing a sharp rise in interim relief applications, with monthly filings now matching what used to be annual totals. These applications can force employers to continue paying dismissed employees' salaries and benefits for months while awaiting a final hearing, creating significant financial exposure even when the employee isn't working.