Six-Month Rule Reset · for businesses with up to 250 staff
Make your probation process ready for 1 January 2027
The change is enacted but not in force until 1 January 2027. From that date, employees can claim ordinary unfair dismissal after six months' service, down from two years, and the cap on the compensatory award is removed. We'll make sure your probation policy, your reviews and your managers are ready, so every decision is fair and well recorded.
Four weeks from kick-off. Book by 24 November 2026 for delivery before Christmas.
Email to book your ResetEmail to book a free callWhat is changing
Today, most employees need two years' service before they can claim ordinary unfair dismissal. From 1 January 2027 the qualifying period falls to six months and the compensatory cap is removed, where the effective date of termination is on or after 1 January 2027. Great Britain only.
- It includes people you have already hired. The new rule applies to any dismissal that takes effect on or after 1 January 2027, even if the decision was made earlier.
- Statutory notice counts. Statutory notice is treated as service when working out whether someone has reached six months, whether or not you give it.
- The compensatory cap goes. With no upper limit on the compensatory award, a fair, well-recorded process matters more than before.
Day-one protections, such as protection from discrimination and from dismissal for most automatically unfair reasons (for example whistleblowing, pregnancy and maternity, health and safety, or asserting a statutory right), are not affected.
The problem it creates
For many businesses, probation has been a short check-in, with the real decision made some time in the first two years. That gap is closing. In practice the six-month review becomes the point by which you need to have decided, fairly and with a record of how you decided. If you hire quickly, the risk builds up without anyone noticing: reviews that slip, managers unsure what to say, letters that don't match the policy, and no single view of who reaches six months, and when.
What's included
A fixed scope, agreed up front. Mandy leads your Reset personally.
- Probation policy. Written or rewritten to fit the six-month qualifying period, and consistent with your contracts and handbook.
- Six-month review process. Clear stages, dates and owners, so decisions are made on time and recorded properly.
- Manager scripts. Plain-English guidance for review, extension and probation conversations, fair to the employee and clear for the manager.
- Letters. Template letters for each stage, matched to the policy and built on the Acas Code of Practice on disciplinary and grievance procedures.
- 2027 tracker. A simple tracker showing who reaches six months' service, and when.
- Two-hour manager briefing. A live session, online or in person, so your managers understand the change and feel confident using the new process.
Timeline
| Stage | What happens |
|---|---|
| Week 1: start | A short kick-off call. You send your current probation policy, contracts, handbook and a list of start dates. |
| Weeks 2–3: build | We draft the policy, review process, scripts, letters and your 2027 tracker, and share them with you for comments. |
| Week 3: agree | We finalise everything with you, ready to use. |
| Week 4: brief | The two-hour manager briefing. Your process is live. |
Price
| Business size | Price (+ VAT at 20%) |
|---|---|
| Up to 100 staff | £2,950 |
| 101 to 250 staff | £4,500 |
| Added to an HR MOT | £1,950 |
A fixed fee for the scope above, agreed in writing before we start. All prices exclude VAT at 20%. Over 250 staff: please ask.
Frequently asked questions
Is the date fixed?
Yes. The change is enacted, and its commencement date is fixed, but it is not in force until 1 January 2027. From that date the qualifying period for ordinary unfair dismissal falls from two years to six months, and the cap on the compensatory award is removed. It applies where the effective date of termination is on or after 1 January 2027 (Employment Rights Act 2025, s. 25; SI 2026/559, regs 3 and 4, made 26 May 2026). Great Britain only; Northern Ireland is unchanged.
Does it apply to people who joined before 1 January 2027?
Yes. It applies to any dismissal where the effective date of termination is on or after 1 January 2027, including where the dismissal was decided or notified before that date. Dismissals taking effect before 1 January 2027 still fall under the two-year rule.
What changes for compensation?
From 1 January 2027 the cap on the compensatory award is removed. Awards are still based on actual and projected losses, so a clear, fair process remains the best protection for you and for the employee.
Can we still dismiss someone during or after probation?
Yes. Employers can still dismiss for legitimate reasons, such as performance, as long as the decision is fair and follows a fair process. The Reset helps you build that process and keep a clear record.
Should we just make our probation period longer?
Not without thinking it through. A longer contractual probation period does not change when ordinary unfair dismissal rights begin. We'll help you choose a length and structure that suit your business.
Does notice affect the six months?
It can. Statutory notice counts as service when working out whether someone has reached the qualifying period, whether or not you give it. Your tracker and process take this into account.
What do you need from us?
Your current probation policy, contracts, handbook, any template letters and a list of employee start dates. We'll send a short checklist at kick-off.
Who does the work?
Mandy Jeffery, a former Chief People Officer, leads every Reset personally.
Can we combine it with the HR MOT?
Yes. Added to an HR MOT, the Reset is £1,950 + VAT at 20%. The MOT also covers the duty to prevent sexual harassment, which applies now and becomes 'all reasonable steps' from 30 October 2026, including harassment of your staff by third parties.
How quickly will you reply?
We aim to reply to every enquiry the same or next working day (Monday to Friday, 9:00 to 17:00 UK time, excluding bank holidays).
Is this legal advice?
No. This is senior HR advice, not legal advice. If something needs a solicitor, we'll tell you plainly.
Does this cover Northern Ireland?
No. Employment law in Northern Ireland is different, and this change does not apply there. Our services and content cover Great Britain (England, Wales and Scotland).
Not sure where you stand?
Ask for the free Six-Month Rule readiness check: ten questions, a red, amber or green result and suggested next steps.
Information, not advice. This gives general information about UK employment practice. It isn't legal or HR advice for your situation, and no adviser has reviewed your answers. Laws and guidance change: check the dated sources shown. For advice on your circumstances, email Mandy to check it.
Sources
Checked on 20 October 2026. Employment Rights Act 2025, s. 25 · SI 2026/559, reg. 3 (commencement, 1 January 2027) and reg. 4 (effective date of termination on or after 1 January 2027) · SI 2026/1065, reg. 3(a)–(b) (sexual harassment duty from 30 October 2026) · Acas Code of Practice on disciplinary and grievance procedures · Acas: probation periods. HR advice, not legal advice.
Ready to start?
The date is set. A clear, fair probation process protects your business and treats new starters well. We aim to reply to every enquiry the same or next working day (Monday to Friday, 9:00 to 17:00 UK time, excluding bank holidays).