Castle Associates

Big changes to unfair dismissal law are coming (2027)

From 1 January 2027, the qualifying period for unfair dismissal claims will drop from 2 years to just 6 months under the Employment Rights Act 2025.
What’s changing?
• More employees will gain protection much sooner
• Right to written reasons for dismissal after 6 months (not 2 years)
• Cap on compensation for unfair dismissal will be removed
• Stronger protection around spent convictions (day one right)
What stays the same?
• Day one rights (e.g. discrimination, whistleblowing) remain unchanged
Why it matters
Employees: Earlier protection + more job security
Employers: Greater risk of claims + need for fair, well-documented processes
Important: The current 2-year rule still applies until 2027
Now is the time for both employers and employees to prepare.

https://castleassociates.org.uk/blog/two-years-service-unfair-dismissal-law-change

Drew, an admin worker with 8 years’ service, was suspended after being accused of assaulting a colleague following an argument. CCTV showed him walking after the colleague but the alleged incident happened off camera, with no witnesses or physical evidence.
Facing gross misconduct and possible dismissal, Drew sought support and was represented at his disciplinary hearing. The case against him relied largely on one person’s account amid a history of workplace tension.
His representative challenged the lack of solid evidence.
Outcome: The allegations were dismissed and Drew kept his job.

Do you really need a solicitor for an employment tribunal? 🤔

Legal fees can be high, but nearly 1 in 3 people represent themselves, and many succeed. If your case is simple, you may not need a lawyer. But for complex claims like discrimination or unfair dismissal, expert help can make a real difference.

To read our latest blog:
https://castleassociates.org.uk/blog/do-i-need-a-solicitor-for-an-employment-tribunal

tribunal

Do I need a solicitor for an employment tribunal? Do I need a solicitor for an employment tribunal? If you’re heading for an employment tribunal, the chances are that no one else will know your case as well a...

AI is changing disciplinary cases, but should it be trusted? ⚖️🤖

While AI can help analyse evidence and save time, it can also make mistakes, miss context, and even invent legal cases. When your job is on the line, human judgment still matters most.

Find out the pros, cons, and why expert representation remains essential. 👇

To read our blog, please click on the link below:
https://castleassociates.org.uk/disciplinary/what-you-need-to-know-about-the-use-of-ai-in-disciplinary-cases

Fast-food worker Theo faced disciplinary action after a customer walked into him while distracted on his phone, causing drinks to spill. Despite Theo apologising, the customer became abusive and later claimed Theo had been aggressive.

Theo was suspended and accused of gross misconduct even though CCTV was never reviewed and there was no independent evidence. With support from our trade union representative, Theo challenged the flawed investigation, highlighting his nine years of exemplary service and the lack of proof.

The outcome? Theo was cleared, his suspension lifted, and he returned to work.

Lesson: Accidents happen and employers must investigate complaints fairly, not automatically side with the customer.