Probation Period Risk Evaluator
Check your 2026 unfair dismissal protection start date (6-month rule)
Understanding the 6-Month Rule
Why did the rule change from 2 years to 6 months?
The UK government introduced the change in 2026 to provide workers with "Day One" protections for most rights and significantly faster protection against unfair dismissal. The 6-month period serves as a statutory probation window for employers to assess suitability while giving workers security much earlier in their tenure.
What happens on the exact 6-month anniversary?
At midnight on your 6-month anniversary, you gain the legal right to claim unfair dismissal. This means your employer can no longer dismiss you without following a full, fair disciplinary or capability process as defined by the ACAS Code of Practice.
What if I started before the 2026 Act took effect?
If your employment began before the transition date in 2026, you may still be under the old 2-year qualifying period. However, the legislation includes complex transition rules. This tool assumes you are hired under the new 2026 framework.
Enter your start date to see when your full employment rights begin.
2026 Rule Summary
- Qualifying Period: 6 Months
- Applies to: All new hires
- Protection: Full Unfair Dismissal
- Exceptions: Gross Misconduct
The 2026 UK Unfair Dismissal "Safe Window"
One of the most significant changes in the Employment Rights Act 2025 is the introduction of a statutory 6-month probation period. Previously, workers in the UK had to wait two years before they could claim unfair dismissal. In 2026, this protection kicks in after just six months.
For employees, this means greater security. For employers, it means they have a high-stakes "safe window" of precisely 182 days to assess a new hire's performance, conduct, and fit. If an employer wishes to terminate a contract during this window, they can follow a "light touch" process. However, the moment that six-month threshold is crossed, the employee is protected by the same legal standards as a long-serving veteran.
Why the 6-Month Anniversary Matters
Missing the 6-month deadline by even one day can have massive financial consequences for a business. If a dismissal is communicated on day 183, the employee can take the case to an Employment Tribunal, where the maximum compensatory award for 2026 is capped at over £123,000. Our evaluator helps both parties identify the exact "red line" date to ensure compliance and avoid legal risk.