United Kingdom: Unfair/ Wrongful Dismissal

UK employers face a dramatic shift in employment law as unfair dismissal protections expand significantly from January 2027. The qualifying period drops from two years to just six months, while compensation caps are eliminated entirely, creating unlimited liability for wrongful terminations. These changes demand immediate action on probationary periods, recruitment processes, and performance management strategies.

Financial services firms must navigate the UK Employment Rights Act 2025 and FCA's new non-financial misconduct framework, which together create unprecedented dual employment and regulatory risks. With staggered implementation dates through 2027, firms face material changes to unfair dismissal protection, sexual harassment liability, and whistleblowing obligations that require coordinated preparation across HR, legal, and compliance functions. The reforms fundamentally alter the risk landscape for managing

The Employment Rights Act introduces sweeping changes to UK employment law, from reducing unfair dismissal qualifying periods to strengthening trade union rights and banning exploitative practices. This comprehensive dashboard breaks down each reform by topic, clarifying current legal positions and what they will become under the Act, with detailed implementation timelines and practical guidance for employers navigating this transformative legislation.

Losing your job is one of the most stressful experiences an employee can face. If you believe your employer has dismissed you without a fair reason or without following a fair procedure, you may have been unfairly...

As private credit owners navigate troubled borrower situations, they often face the challenge of replacing underperforming senior management teams. With the UK abolishing the unfair dismissal compensation cap and reducing the qualifying period from two years to six months starting January 2027, the landscape for managing executive exits is set to transform dramatically, making current strategies for performance management and negotiated departures significantly more complex and costly.

Starting January 1, 2027, UK employment law will undergo a significant shift as the qualifying period for unfair dismissal claims drops from two years to just six months of service.

UK fire and rehire reforms under the Employment Rights Act 2025 could unexpectedly impact outsourcing arrangements where service providers don't take on customer employees.

The Employment Rights Act 2025 is transforming employment law in the UK. In this article, we consider the changes relevant to mergers and acquisitions.

When property or asset managers change hands in the United Kingdom, the Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE) can automatically transfer employees to the new manager...