Employment law resource hub
This hub brings together the dates, decisions and practical steps employers need to keep on their radar. You will also find Tees articles, webinars and practical guidance linked to each area of reform.
Current priority
Do your probation and performance processes leave enough time to act?
From 1 January 2027, the qualifying period for ordinary unfair dismissal is scheduled to reduce to six months. Employers should work back from that point now, taking account of review dates, support, documentation and notice periods.
Protect your business
At every stage of your businesses’ lifetime, Tees employment law specialists can help.
Employment contracts
The dangers of vague feedback
Probation periods and performance management
Workplace discrimination
Pay, rewards, incentives and benefits
Redundancy
Attend our next webinar
Make the next performance conversation count
The difficult part is rarely spotting poor performance. It is knowing what to say, what to record and when waiting any longer becomes the greater risk. Join the Tees Employment Law team for a practical session for managers, business owners and HR professionals on intervening earlier and handling the conversation well.
Useful guides
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Frequently Asked Questions
When did the Employment Rights Act 2025 become law?
The Act received Royal Assent on 18 December 2025. Its provisions are being introduced in phases, with further regulations and guidance supporting implementation.
Do employers need to update every policy immediately?
No. The better approach is to identify what is already in force, what has a confirmed implementation date and what still depends on regulations or guidance. The tracker separates immediate action from sensible monitoring.
Will probation periods still be useful?
Yes. A well-managed probation period can still help an employer assess capability, conduct and suitability. It will not, however, postpone statutory qualifying service, so concerns and review decisions must be addressed early.
Who should own preparation within the business?
Employment-law reform rarely belongs to HR alone. Depending on the change, preparation may involve payroll, operations, finance, line managers and employee representatives. One person should coordinate the programme and maintain a clear action log.
How often will this hub be updated?
We review the tracker regularly and after material commencement announcements, regulations or government guidance. The latest legal review date appears at the top of the page.
