How can HR get ahead before the 6-month unfair dismissal qualifying period comes into effect? 

To put this in context, the qualifying period has been two years since 2012. Many managers, therefore, have only ever experienced this longer period, gaining their management stripes without the level of focus on the first six months of employment that will now be required. 

Organisations will be focusing hard on policy and ‘infrastructure’, including: 

  • Recruitment and onboarding – to what extent are your managers set up to select the right people and set them up for success? 
  • Contractual probation periods – are the shorter notice periods that apply during this period still helpful in this new world?  
  • Probation processes and time frames – are they used, and if so, are they yielding the right decisions and at the right time?  
  • Performance management more generally – what’s the culture of performance management?  Is the process working, such that longer-serving employees will be managed equally as effectively as the new starters will be when probation processes are improved?   
  • What does the performance management risk register look like in the new world of uncapped compensation and a 12-month for ET claims to be listed for hearing? Do you have the evidence you need to defend any claims coming your way? 

Whilst the policy and process infrastructure is being worked on, what are the skills and techniques that you can be building up with your managers, to create a ‘softer landing’ for those new processes when they’re rolled out?   

 Developing managers’ skills and confidence to: 

  • Be clear what ‘good’ looks like in a new starter. “I know it when I see it” is a red flag! 
  • Set good goals and objectives for new starters.  ‘Translating’ a manager’s depth of organisation and technical knowledge for a new starter is an art that not all managers have mastered:  Have yours? 
  • Evaluate performance goals and objectives – “just not cutting it” or “not for us”?  Do your managers have a structure to explain why? 
  • Create a plan to fix the problem – If ‘put on a PIP’ is code for exit, then managers will need to act far more quickly than ever they have before.   

Organisations have about 6 months to change both their processes and their managers’ approach, as Employees employed on or after 1st July this year will be building up their qualifying service ready for the change on 1st January 2027.  And so, developing behaviours is best done in tandem with working through the contracts, systems, policy and process changes.   

See how 10to3 videos can help your managers navigate the 6-month unfair dismissal qualifying period – request free trial today. 

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