Can you get rid of someone for no real reason ?

[sevensongs]

We have 2 staff members at loggerheads bringing the whole team down. Morale is at all time low. Staff A been with us 5 years, Staff B for 9 months (passed probation at 6 months).
Both staff perform well but cannot work together, Everything has been tried to address the situation but it's hopeless.

Obviously A has employment rights but no real reason to sack B, but really it would be best if one of them left. There are no protected characteristics for either of them.

At my wits end so could I just say to B that it's not working out?

Maybe they don’t do shifts. I have never worked a shift in my life.

@BluebelllsRosesDaffodills literally quoted where the OP said we do shift work.

Are you sure they are both telling the truth? B might be making up lies about A's behaviour to discredit her? Are there any independent witnesses. Just don't be gullible, don't automatically believe everything you're being told by these two is true.

They are professionals and should start acting like them! We all have people we don't get on with in the workplace but we put that stuff aside and get on with it.

Is there any weight to what B says ? Is A short / snotty with her ?

Take a step back. Maybe you're getting overly involved. Let A sort it. All good experience.

Or manage B yourself.

In my experience, this will not end well. You have toxicity between these two people and neither are willing to work on it or deescalate. You either have to separate them at work or get the aggressor (whoever that is) to back off. I'd contact ACAS for advice.

You have a problem with A. If they are on a management track, they cannot step away from a difficult issue and disengage.

Not true.

Probation means nothing in UK Law, it's just a marker in time that organisations use in varying durations to give each party reasonable confidence the working relationship will continue and benefits such as pension, healthcare, etc will then apply. The OP is not stuck with Employee B. They can part company but would be wise to have a formal conversation and explain the reason why things haven't worked out. They will need to honour the full notice period awarded when B passed their probationary period.

^ that's the legal situation, I.e. you wouldn't need to give a detailed reason or go through performance management with B in the same way as if they had their 2 years' employment rights. However, if A is the problem then it wouldn't be a good move to dismiss B because they have less than 2 years, especially if they are performing well, and A is the bully.