| Changes to unfair dismissal thresholds | The qualifying period for unfair dismissal claims has been amended under recent employment legislation. Workers now have stronger protection in specific circumstances. |
| Enhanced redundancy consultation rights | Employers must now provide clearer redundancy consultation processes. The Employment Rights Act 2026 strengthens dialogue requirements between employer and employee. |
| Whistleblower protections expanded | Protected disclosures now cover a broader range of public interest concerns. The Public Interest Disclosure Act has been updated to reflect modern workplace issues. |
| Zero-hours contract safeguards | New regulations require employers to offer minimum guaranteed hours in certain circumstances. This addresses long-standing concerns about employment security. |
| Discrimination claim time limits revised | The time window for bringing discrimination claims has been clarified. Continuing acts of discrimination now have specific legal definitions. |
| Mandatory workplace mediation procedures | Employers are now required to attempt workplace mediation before certain tribunal claims proceed. This encourages early resolution and reduces costs. |
Unfair Dismissal and the New Qualifying Period Rules
What changed in May 2026
Employment law in the UK has long protected workers from unfair dismissal, but the rules have shifted recently. The key change centres on when workers can bring claims and what circumstances trigger stronger protections. Traditionally, workers needed to work for an employer for two years before claiming unfair dismissal. Recent reforms have introduced nuance to this rule.
A landmark employment law reform has introduced protections for workers dismissed in specific situations – such as those raising health and safety concerns, requesting flexible working, or reporting workplace crimes – even if they haven’t reached the two-year threshold. This represents a significant shift in worker protection.
What this means for you
If you’ve been dismissed within the first two years of employment, you now have stronger grounds to challenge that dismissal in certain circumstances. The Employment Rights Act 2026 specifically protects workers dismissed for protected reasons – raising safety concerns, taking parental leave, or asserting statutory rights. A worker dismissed for refusing illegal instructions within their first year now has legal recourse, whereas previously they would have had none.
However, employers retain the right to dismiss workers fairly during the probation period if there is genuine cause. The difference is that cause must be legitimate and not retaliatory. If you believe your dismissal was unfair, consulting a solicitor promptly is essential – claims must typically be lodged within three months of dismissal. Contact Wolf Law today for expert advice.
Redundancy Consultation: Your Rights and Employer Obligations
Consultation requirements – now stricter
Redundancy consultation has always been an employer obligation, but the new rules tighten what constitutes adequate consultation. Under 2026 employment law amendments, employers must now begin redundancy consultations earlier and provide more detailed information about the selection process. The Employment Rights (Amendment) Regulations 2026 require at least 45 days’ notice before collective redundancy dismissals, up from the previous 30-day minimum in many cases.
Employers must also disclose the criteria used to select employees for redundancy. Vague or subjective selection processes are now easier to challenge. One case highlighted this: an employee dismissed on the grounds of “restructuring” without clear explanation of selection criteria successfully challenged the redundancy in the Employment Tribunal.
For more information about your statutory rights, see GOV.UK Employment Rights and ACAS Code of Practice.
What to do if consulted
During a redundancy consultation, ask questions and request written clarification. You have the right to bring a colleague or representative to consultation meetings. If your employer fails to consult adequately, you may have grounds to claim unfair dismissal regardless of the redundancy circumstances. Request copies of all consultation documents and selection criteria in writing. If you’re in a trade union, alert your representative immediately.
Whistleblower Protections – Expanded Scope for 2026
What counts as a protected disclosure
The Public Interest Disclosure Act protections have been broadened as of May 2026. Workers can now report concerns about environmental breaches, corporate governance failures, and supply chain abuse with stronger legal backing. Previously, protected disclosures were narrower in scope. A solicitor raising concerns about money laundering at their firm, or a logistics worker reporting unsafe handling of goods, now has clearer legal protection.
Protected disclosures must be made in good faith and relate to a legal breach or serious wrongdoing. You can report to your employer, a regulatory body, or in some cases a legal adviser or journalist, depending on the nature of the concern. Retaliation against a whistleblower – dismissal, demotion, pay cuts, exclusion from training – is automatically unfair.
Your protection and next steps
If you’ve raised a concern and suffered workplace detriment, document everything. Keep emails, meeting notes, and any written response from your employer. The burden of proof shifts to your employer once you establish you made a protected disclosure and suffered detriment. If you believe you’re being sidelined or pressured to resign following a disclosure, consult a solicitor before taking any further action. Make an employment law claim with Wolf Law’s expert team.
Additional Changes: Zero-Hours Contracts and Discrimination Claims
Zero-hours contract safeguards
Workers on zero-hours contracts now benefit from new protections. Employers cannot exclude employees from shifts without notice except in genuine, unforeseen circumstances. New regulations require that if an employee regularly works, say, 20 hours per week for 12 weeks, the employer must offer a minimum guaranteed hours contract reflecting that average. This change addresses long-standing concerns about employment security and income unpredictability.
Discrimination and time limits
Discrimination claims must typically be brought within three months of the discriminatory act. However, where discrimination is ongoing or repeated, the clock resets with each act. The definition of “continuing discrimination” has been clarified, making it easier for employees to prove a pattern of unfair treatment. If you’ve experienced discrimination based on age, sex, race, disability, religion, or sexual orientation, seek legal advice promptly – time limits are strict. See Employment Tribunals (judiciary.gov.uk) and Citizens Advice Employment Rights for further information.
Frequently Asked Questions
Can I claim unfair dismissal within my first two years if I was dismissed for a protected reason?
Yes. Under the 2026 reforms, certain protected reasons – such as raising health and safety concerns, requesting flexible working, or reporting workplace crimes – allow claims within the first two years. Standard unfair dismissal claims still require two years of service, but statutory rights claims have no service requirement.
What should I do if my employer fails to consult during redundancy?
Document the lack of consultation and seek legal advice immediately. Failure to consult can automatically make a dismissal unfair, regardless of whether the redundancy itself was genuine. You may have grounds for a claim even if you were selected fairly.
Am I protected if I report workplace crimes to the police?
Yes. Reporting crimes or serious wrongdoing to law enforcement is a protected disclosure. If you suffer workplace detriment after reporting, you can claim automatic unfair dismissal and other remedies.
Can my employer reduce my hours on a zero-hours contract without notice?
Not routinely. If you’ve worked regular hours for 12 weeks, you now have a right to a minimum guaranteed hours contract. Random reductions without notice may breach your contract rights.
How long do I have to bring a discrimination claim?
Three months from the act of discrimination. If discrimination continues or repeats, the time limit resets with each incident. Seek legal advice as soon as possible – time limits are strictly enforced.
What is workplace mediation and is it mandatory?
Workplace mediation is a structured process to resolve disputes without going to tribunal. Under 2026 rules, employers must offer mediation before certain claims proceed. Participation is voluntary, but courts now consider failure to mediate when deciding costs.
Do I need to be in a union to challenge unfair treatment?
No. All workers – union members or not – have statutory rights. However, union membership offers support, representation, and collective negotiating power. If you’re facing dismissal or unfair treatment, legal or union advice is invaluable. Arrange a free initial consultation with Wolf Law’s employment law specialists.
Can I claim compensation even if I find another job quickly?
Yes. Compensation for unfair dismissal or discrimination isn’t reduced simply because you found work elsewhere. The tribunal will award what it considers fair compensation based on the circumstances – including lost wages, injury to feelings (in discrimination cases), and future losses if you took a lower-paid role.
This article is intended for informational purposes only and does not constitute legal advice. For specific advice relating to your circumstances, please contact Wolf Law directly to arrange a consultation with one of our qualified solicitors.
