The UK job market is on the brink of its biggest legal shake-up in years. After months of uncertainty, employers are now moving from hesitation to action.
The Employment Rights Bill is now being debated back and forth between the House of Commons and the House of Lords, with questions still hanging over issues like trade union access and zero-hours contracts. But one major change is already taking shape: the end of the two-year waiting period before employees can claim unfair dismissal. This new rule, known as ‘Day One Rights,’ is causing concern for HR leaders across the country.
“Day One” Anxiety
For years, the two-year rule gave employers time to see if a new hire was the right fit, both in terms of skills and company culture. Now, with that buffer gone, 36% of employers say this is their biggest worry, according to new research from Indeed Flex.
The House of Lords has suggested a compromise, asking for a six-month qualifying period instead of immediate rights. But government ministers have made it clear they will stick to their original promise. For HR teams, the message is simple: the old way of quickly testing new hires is over.
Many HR teams are not waiting for the law to be final. A recent survey by Personnel Today found that 37% of HR professionals are already changing how they handle probation periods, and 32% are updating their dismissal policies. They understand that if a new employee does not work out, they will need to show clear proof of support, training, and expectations, starting from the first day.
The Automation Mandate
With the risk of legal challenges from the very first day, many businesses are rethinking their approach. New data shows that more than 37% of employers plan to use more fixed-term and part-time contracts to reduce their exposure.
Most importantly, 60% of surveyed employers say they plan to invest more in technology and automation to help manage the additional costs and rules that come with these new rights. For many HR leaders, this means onboarding is no longer just about welcoming new staff, but about proving that every step has been followed correctly.
How Vedubox Safeguards Your Workforce Strategy
A comprehensive LMS like Vedubox becomes a critical risk-management tool during this transition period. It delivers the technological safety net that 60% of UK employers are actively seeking.
- Defensible, Automated Audit Trails: If a dismissal is challenged, “we think they finished the reading” will not hold up in a tribunal. Vedubox’s reporting tools create a clear, time-stamped record of every training module, policy, and assessment.
- Accelerated Competency via AI: With a shorter probation period, it is more important than ever to see how quickly new hires are learning. Vedubox uses AI to adapt training to each person, helping them reach the right level faster. If someone is struggling, you will know early enough to offer help or keep a record before the probation period ends.
- Standardisation for a Flexible Workforce: As more companies use fixed-term and contract workers, it can be difficult to keep standards high. Vedubox ensures that every new starter, regardless of their contract, receives the same high-quality induction.
The Employment Rights Bill is changing how companies hire and manage staff. By moving your onboarding process online with Vedubox, you join many other UK employers who are using technology to turn new legal challenges into opportunities to improve and protect their businesses.
Contact us today for a free consultation to discuss how we can get your onboarding process ready for the new regulations in the UK.
