Subject: Request for Government Action on AI, Employment Protection and Performance-Based Dismissals

Dear Govt,

I am writing to ask you to raise an important concern with the Government about the impact of artificial intelligence on employment, the changing expectations placed on workers, and the potential for performance-management processes to be used in circumstances where wider organisational or technological changes may be contributing to an employee's dismissal.

I fully recognise that artificial intelligence can bring significant benefits to businesses and employees. AI can improve productivity, remove repetitive tasks and help people work more effectively. I also understand that employers must be able to manage genuine performance issues fairly and take appropriate action where an employee is genuinely unable to meet reasonable requirements.

However, I am increasingly concerned about how these principles are being applied during a period of rapid technological change and, in particular, in the context of the Government's forthcoming reduction of the qualifying period for ordinary unfair-dismissal protection from two years to six months.

From 1 January 2027, most employees will be able to claim ordinary unfair dismissal after six months of continuous employment. The Government has confirmed that employees who have at least six months' continuous employment on 1 January 2027 will be entitled to this protection.

I believe this is an important and positive change for employee protection. However, I am concerned that it could also create an unintended incentive for some employers to make employment decisions shortly before an employee reaches the six-month threshold.

A concern I have personally witnessed
This is not simply a theoretical concern for me.

I have personally seen an employee successfully complete an eight-month probation period, demonstrating that the