Changes to the law on unfair dismissal, introduced by the Employment Rights Act 2025, will come into force in January 2027. The qualifying period for an employee to be protected from unfair dismissal will reduce from two years to six months.
The practical impact of these upcoming changes begins much sooner. New recruits starting employment from July 2026 onwards will have accrued 6 months’ service by the time the rules come into force. Now is the time for employers to review their approach to employment practices.
What the changes mean in practice
This upcoming changes in the law reinforce the importance of getting the basics right from the outset. JIB employers are at a good starting point because the National Working Rules already establish clear standards and processes from the beginning of the employment relationship. As qualifying service reduces, employers will need to place greater focus on:
- Clear and up-to-date contracts of employment
- Well-structured probationary periods
- Consistent disciplinary, capability and absence procedures
- Effective management training and record keeping
- Early intervention and access to reliable industrial relations advice.
These are not new requirements, but the tolerance for gaps or inconsistencies will reduce significantly.
How the JIB already supports employers
The good news is that JIB member companies are already operating within the National Working Rules, which are designed to support fair and consistent employment practices from the outset, including:
- Established contractual standards across the industry
- A structured Resolution Procedure for handling workplace issues
- Clear expectations on working arrangements and conditions
- Access to expert Industrial Relations advice and support.
The National Working Rules are underpinned by a long-standing model of collaborative industrial relations, which promotes early resolution and practical outcomes for both employers and operatives. This places less emphasis on length of service, instead focusing instead on fair process from the start.
The Resolution Procedure
The Resolution Procedure gives employers and operatives access to a structured, industry-specific route for managing disputes which is:
- Free, voluntary and confidential
- Available from the outset of employment
- An early intervention through conciliation and mediation
- Able to deliver outcomes significantly faster than employment tribunals.
Tribunal waiting times can be lengthy and costly making early resolution increasingly valuable. This helps employers manage risk, maintain relationships and reduce disruption to the business. It also avoiding the trauma and upset of protracted disputes.
Why early preparation matters
The direction of travel in employment law is clear, with earlier access to rights, stronger protections and increased expectations on employers. The JIB model is already aligned with this approach. In many areas, the National Working Rules meet or exceed statutory requirements and provide a stable and practical foundation for compliance. For JIB members companies, the changes ahead should be manageable rather than disruptive preparation starts early.
Practical steps for employers now
To stay ahead of the 2027 changes, employers should consider:
• Reviewing employment contracts and documentation
• Ensuring probationary processes are robust and consistently applied
• Checking that internal procedures are up to date and well understood by managers
• Investing in management capability and training
• Engaging with JIB Industrial Relations support where needed
Supporting good employment practice across the industry
At its core, this is about good employment practice with clarity, consistency, and early resolution. The JIB exists to support employers achieve this with a framework and practical tools to manage workplace issues effectively. By preparing early and making full use of the support available, JIB members can approach the upcoming changes with confidence.
Contact
For advice or support relating to the National Working Rules or the Resolution Procedure contact [email protected], to find out more about membership, contact [email protected]
