From 1 January 2027, employees in Great Britain are expected to gain protection from unfair dismissal after six months’ service, down from two years. It is one of the biggest changes in the Employment Rights Act 2025, and it changes the risk of getting a hire wrong.
For engineering employers, where a poor appointment in a maintenance, quality or project role can be expensive long before it becomes a legal issue, the message is simple: the first six months now matter far more. Here is what is changing and what it means for how you recruit engineers.
This article is general information, not legal advice. Check the current position with Acas or an employment solicitor before changing your contracts or policies.
What is changing, and when
- 6 April 2026: statutory sick pay became payable from the first day of sickness, and paternity leave and unpaid parental leave became day-one rights.
- 1 October 2026: the time limit for bringing most employment tribunal claims increases from three months to six months.
- 30 October 2026: employers must take all reasonable steps to prevent sexual harassment, including by third parties.
- 1 January 2027 (expected): the qualifying period for unfair dismissal falls from two years to six months, and the cap on unfair dismissal compensation, currently the lower of 52 weeks’ pay or £123,543, is removed.
- 1 January 2027 (expected): dismissing staff and re-engaging them on worse terms, known as fire and rehire, becomes automatically unfair in most cases.
Why this matters for engineering hires
Until now, many employers have treated the first two years of employment as a safety net. If a new engineer was not working out, the risk of an unfair dismissal claim was low. From 2027, that window shrinks to six months, and with the compensation cap removed, the cost of getting a dismissal wrong after that point could be much higher.
That does not mean employers cannot manage performance or dismiss fairly after six months. It does mean that a vague probation period, an unclear job description or a rushed hiring decision will carry more risk than before.
How to reduce the risk when you recruit
- Write a proper job description. Set out the technical requirements, responsibilities and standards the engineer will be measured against. It is much easier to manage performance fairly against clear expectations.
- Test the technical detail at interview. Ask candidates to talk through the equipment, systems and standards on their CV, and use practical examples or a technical assessment where it makes sense.
- Take up references properly. Speak to previous line managers where you can, and ask specific questions about technical ability, reliability and how the candidate works with others.
- Make the probation period count. Set objectives from day one, hold documented reviews at regular points, and make a clear decision well before the six-month mark.
- Be honest in the advert and at interview. Engineers who know exactly what the job involves, including shifts, call-outs, travel and site conditions, are far less likely to leave or underperform.
- Do not rush the decision because you are short-staffed. With more firms hiring, the pressure to fill a vacancy quickly is real, but a poor hire now costs more than a longer search.
How a specialist recruiter helps
At Engineering Recruit Scotland, every engineer is interviewed by phone and on a Teams video call before we put them forward, and every CV comes with a written summary of their background, motivation and salary expectations. We tell candidates who the employer is and what the job really involves before their CV goes anywhere, so the people you interview know what they are applying for.
We also offer a free candidate replacement guarantee, which gives you extra cover in the early months of a new appointment. See how we work with employers or browse the engineering sectors we recruit for.
Talk to us about your next engineering hire
If you are planning to recruit engineers in 2026 or 2027, call us on 01698 464 099 or tell us about your vacancy. We will give you an honest view of the market and how quickly we can find the right person.