Employment law in the UK continues to evolve, with significant changes taking effect throughout October 2026 under the Employment Rights Act 2025. These reforms will affect workplace harassment protections, Employment Tribunal claims and trade union rights, with further changes planned for 2027.
Whether you are an employer reviewing your workplace policies or an employee wanting to understand your rights, it is important to know what is changing and how to prepare.
1. Employment Tribunal time limits extended
Effective date: 1 October 2026
The time limit for bringing most Employment Tribunal claims has increased from three months to six months. This includes claims relating to unfair dismissal, discrimination and whistleblowing, subject to the rules applicable to each type of claim.
For employers: Businesses should review their record-keeping procedures to ensure investigations, grievance meetings, disciplinary decisions and dismissals are properly documented and retained. Clear records can help demonstrate that decisions were made fairly if a claim arises later.
For employees: The extended deadline provides more time to consider potential claims, but it is still important to seek advice promptly. Different time limits may apply depending on the nature of the claim and when the relevant events occurred.
2. Stronger duties to prevent sexual harassment
Effective date: 30 October 2026
Employers will be required to take all reasonable steps to prevent sexual harassment in the workplace. This strengthens the existing preventative duty, placing greater emphasis on taking proactive measures rather than simply responding to complaints.
For employers: Having a policy in place may not be sufficient on its own. Businesses should review their anti-harassment policies, provide appropriate staff training, assess workplace risks and ensure employees understand how to report concerns.
For employees: Employees should understand what constitutes sexual harassment, how to raise concerns and what support is available. The changes aim to encourage safer working environments and more effective prevention.
3. Protection against harassment by third parties
Effective date: 30 October 2026
Employers will also face a new duty not to permit their employees to be harassed by third parties, such as customers, clients and suppliers, in the course of their work.
This is particularly relevant to customer-facing industries, including retail, hospitality and healthcare.
For employers: Review workplace policies to ensure they address third-party harassment. Consider how complaints involving customers or clients will be handled, whether additional staff training is needed and what measures could reduce the risk of incidents.
For employees: If you experience harassment from a customer, client or another external party, you should be able to raise the issue with your employer. Familiarising yourself with workplace reporting procedures can help you understand how to seek support.
4. New trade union requirements
Effective date: January 2027
Employers will have new obligations to inform workers of their right to join a trade union, alongside expanded trade union access rights and other changes affecting union activity.
For employers: Review employment documentation, induction materials and staff handbooks to ensure they reflect the new requirements. Businesses should also familiarise themselves with the changes to trade union access and recognition arrangements.
For employees: Workers should receive information about their right to join a trade union in accordance with the new requirements. Those interested in workplace representation should familiarise themselves with the options available.
5. Further changes planned for 2027
October is not the end of the reforms. Further employment law changes are planned for 2027, including a reduction in the qualifying period for ordinary unfair dismissal protection from two years to six months, scheduled for 1 January 2027.
Other reforms will affect areas such as family-related protections and flexible working.
Employers should take a longer-term approach by reviewing employment contracts, staff handbooks and HR procedures, ensuring managers understand their responsibilities and preparing for further changes as they are introduced.
Employees should also keep up to date with developments that may affect their rights, particularly in relation to dismissal, workplace treatment and flexible working.
How can Allington Hughes Law help?
These changes present important considerations for both employers and employees. Taking advice early can help businesses understand their obligations and help individuals make informed decisions about their employment rights.
Allington Hughes Law provides employment law advice and assistance to businesses and individuals across Cheshire and North Wales.
Our Commercial Employment Law service supports employers with matters including employment contracts, staff handbooks, disciplinary and grievance procedures, discrimination, redundancy, restructuring and Employment Tribunal representation. We also offer an Employment Law Helpline to assist businesses with day-to-day HR matters.
For employees, we can advise on issues including dismissal, redundancy, discrimination, whistleblowing, settlement agreements and Employment Tribunal claims.
If you are unsure how the October changes affect you or your organisation, our team can help you understand your position and identify the appropriate next steps.
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