Stress-testing an AI-built "Day 182" Calculator (Need UK HR Input)

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Dylan_PW_UK

Dylan_PW_UK

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www.probationwatch.co.uk
  • #1
    Hi everyone,

    Full disclosure: I'm a developer based in Canada, and I'm using AI tools to help me parse the massive documentation for the UK Employment Rights Act 2026.

    I'm building a tool to help UK SMEs handle the 'admin burden' of the new 6-month unfair dismissal rule. The AI and I have identified a major procedural trap: the Notice Period Overlap.

    The Logic: If a probation review happens at exactly 6 months, but a 1-week notice is required, the employee hits Day 182 while on notice and gains full rights. To solve this, my tool calculates a 'Latest Decision Date' by subtracting notice from the 182-day limit.

    Where I need your help: As experts, does this 'machine logic' hold up in a real UK tribunal setting? I’ve set a 'Red Alert' for Day 150 (Month 5) to ensure a fair process is documented. Is that enough of a buffer, or is there a 'human' nuance I'm missing?

    I don't want to release a tool that gives bad advice, so I'm looking for a 'sanity check' from the people who actually deal with these laws every day.
     
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    fisicx

    fisicx

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  • #2
    Not sure about your question but probation doesn’t have to be 6 months. It can be any perion and be extended. Which means you’d tool needs to allow employers to input the probation period.
     
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    Newchodge

    Newchodge

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  • #3
    Dylan_PW_UK said:
    Hi everyone,

    Full disclosure: I'm a developer based in Canada, and I'm using AI tools to help me parse the massive documentation for the UK Employment Rights Act 2026.

    I'm building a tool to help UK SMEs handle the 'admin burden' of the new 6-month unfair dismissal rule. The AI and I have identified a major procedural trap: the Notice Period Overlap.

    The Logic: If a probation review happens at exactly 6 months, but a 1-week notice is required, the employee hits Day 182 while on notice and gains full rights. To solve this, my tool calculates a 'Latest Decision Date' by subtracting notice from the 182-day limit.

    Where I need your help: As experts, does this 'machine logic' hold up in a real UK tribunal setting? I’ve set a 'Red Alert' for Day 150 (Month 5) to ensure a fair process is documented. Is that enough of a buffer, or is there a 'human' nuance I'm missing?

    I don't want to release a tool that gives bad advice, so I'm looking for a 'sanity check' from the people who actually deal with these laws every day.
    Click to expand...
    A probation period can be up to 6 months. It doesn't matter how long it is if the employer ignores it until the final day and then tells the employee they are not fit. so your programme, in building in the notice period, may be of some help. But bear in mind 1 week is the legal minimum and contractual notice may be longer. However your programme does not meet the main issue which is that, throughout the probationary period, the employer needs to hold regular progress meetings, give constructive criticism, set goals, listen to issues and deal properly with the employee
     
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    Newchodge

    Newchodge

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  • #4
    fisicx said:
    Not sure about your question but probation doesn’t have to be 6 months. It can be any perion and be extended. Which means you’d tool needs to allow employers to input the probation period.
    Click to expand...
    If the probation period extends beyond 6 months the employee will be able to claim unfair dismissal.
     
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    fisicx

    fisicx

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  • #5
    Newchodge said:
    If the probation period extends beyond 6 months the employee will be able to claim unfair dismissal.
    Click to expand...
    But doesn’t that hold from day one of their employment? I thought the new legislation gives them full rights as soon as they walk through the door.
     
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    Newchodge

    Newchodge

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  • #6
    fisicx said:
    But doesn’t that hold from day one of their employment? I thought the new legislation gives them full rights as soon as they walk through the door.
    Click to expand...
    No. That got watered down to 6 months.
     
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    Dylan_PW_UK

    Dylan_PW_UK

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    www.probationwatch.co.uk
  • #7
    Hi everyone,

    I’ve spent the last 10 days taking your advice and building this out.

    Cyndy, I specifically focused on what you said about regular meetings. The app now sends automatic email nudges to the employer to make sure those reviews happen. It also generates a PDF with a unique "sync number" to prove the document hasn't been tampered with after the fact.

    I finally have the tool hosted on a domain, but I want to respect the forum rules. Cyndy, as you're a moderator here, would it be okay if I shared the link for some "sanity check" feedback? Or should I just send it via DM to anyone interested in poking around?

    I’ve attached a screenshot of the PDF template the app generates. As professionals, is there anything specific you would add to this document to make sure it holds up in a UK tribunal?

    Don't worry about my feelings, please be as brutal as possible. I’m just a solo dev trying to make sure the logic is sound.

    Thanks in advance!
     
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    The Resolver

    The Resolver

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  • #8
    Dylan

    Its not yet an Act (not yet had all its 'readings' and currently called The Employment Rights Bill 2025 (not 2026)). When passed into law it will retain the 2025 year in its name

    I suspect employers will simply be best advised to reduce the probationary period to, say, 5 months.

    You need AI to deduct 7 from 182? Surely a simple app guiding users through the process so they can make informed choices when the period nears its end? Relying on AI will not itself lead to the dismissal being declared 'fair'.

    Bear in mind that, if the senior exec responsible is not sure whether to dismiss before the 182 days have expired, then 'fair dismissal' requires a process including an investigation and meeting (and possibly appeal) before a decision to dismiss is made. So that's going to require more than one day before the 182nd. More reason to adopt the 5 month norm for probation.
     
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