Employment Law Changes in October 2026: What Employers and Employees Need to Know
Employment law changes in October 2026 introduce significant reforms across Great Britain, including longer Employment Tribunal claim deadlines and stronger workplace harassment protections. While some measures are already in force, further changes affecting employers, employees and trade union rights are scheduled to take effect later this month.
For employers, these developments call for a review of workplace policies, complaint procedures and employee relations practices. For employees, they may affect the time available to challenge workplace decisions and the protections available when problems arise.
The reforms form part of the Employment Rights Act 2025, which is being introduced in stages. Here is what has changed, what is coming next and how employers and employees can prepare.
Employment Tribunal Time Limits Increase from Three to Six Months
From 1 October 2026, the time limit for bringing most Employment Tribunal claims increased from three months to six months.
The extension covers many common workplace disputes, including unfair dismissal, discrimination and unlawful deductions from wages.
Previously, most employees had three months minus one day to begin the tribunal process. For claims arising on or after 1 October 2026, the usual period is now six months minus one day.
However, the new deadline does not automatically apply to disputes that began before October.
Does the New Six-Month Deadline Apply to Existing Claims?
The relevant date of the workplace incident is important.
For most claims involving an incident before 1 October 2026, the previous three-month-minus-one-day deadline continues to apply. Where the relevant incident occurred on or after that date, the new six-month-minus-one-day limit generally applies.
For example:
- An employee underpaid on 30 September 2026 would ordinarily have until 29 December 2026 to bring the relevant claim.
- An employee underpaid on 1 October 2026 would ordinarily have until 31 March 2027.
These examples assume a straightforward claim involving a single underpayment, without adjustments for Acas Early Conciliation.
Where a dispute involves repeated conduct, several incidents or continuing discrimination, calculating the deadline may be more complicated.
Certain claims also have different rules. In Scotland, for example, the extension for Employment Tribunal breach of contract claims does not take effect until 9 November 2026.
Do Employees Still Need to Contact Acas?
Yes. Before bringing most Employment Tribunal claims, employees must notify Acas.
Early Conciliation gives employers and employees an opportunity to resolve a dispute without proceeding directly to a tribunal hearing.
Starting Early Conciliation within the applicable time limit can affect the final deadline for submitting a claim. However, raising an internal grievance does not automatically extend that deadline.
Employees should therefore establish the relevant time limit as soon as a dispute arises, even if discussions with their employer are continuing.
Further information is available in the official Acas guidance on Employment Tribunal time limits.
Workplace Sexual Harassment Duties Change on 30 October 2026
From 30 October 2026, employers will be required to take all reasonable steps to prevent sexual harassment of employees in the course of employment.
This strengthens the preventative duty introduced in October 2024, which required employers to take reasonable steps.
The distinction is significant. Having a workplace policy or arranging occasional staff training may not be enough where further reasonable measures could have been taken to address identifiable risks.
Employers will need to consider whether their existing procedures are appropriate for the circumstances in which their employees work.
What Does Taking All Reasonable Steps Mean for Employers?
There is no single approach that will suit every workplace.
The measures reasonably expected of an employer will depend on the organisation, its working environment and the risks employees may encounter.
For example, a hospitality business where employees regularly deal with customers may face different risks from an office-based organisation.
Employers should consider whether they have:
- Assessed the risk of sexual harassment in different working environments.
- Established clear and accessible reporting procedures.
- Provided appropriate training for employees and managers.
- Introduced arrangements for investigating complaints promptly and fairly.
- Considered risks associated with lone working, business travel and work-related social events.
- Reviewed whether preventative measures remain effective.
A written policy is an important starting point, but its effectiveness depends on how it is communicated and applied.
Employers should be able to demonstrate that they have considered relevant workplace risks and taken appropriate action.
Third-Party Harassment: What Employers Need to Know
Another change scheduled for 30 October 2026 concerns harassment by third parties.
Third parties may include customers, clients, contractors and other individuals who are not employed by the organisation.
Under the new provisions, employers must not permit third-party harassment of their employees. The legislation addresses circumstances in which harassment occurs during employment and the employer has failed to take all reasonable steps to prevent it.
This is particularly relevant to customer-facing businesses, where employees may encounter inappropriate behaviour from individuals outside the organisation.
Consider a restaurant employee who repeatedly experiences harassment from a customer. The employer’s preventative arrangements and response to the behaviour may become relevant when assessing whether it has met its legal obligations.
The outcome of any legal claim will depend on the circumstances and the applicable statutory requirements.
For employers, the practical priority is to ensure employees know how to report third-party harassment and that managers understand how to respond.
For employees, keeping a clear record of incidents, including dates, witnesses and communications with management, may be important if concerns remain unresolved.
Trade Union Rights: Further Changes from 30 October 2026
The Employment Rights Act 2025 also introduces further reforms affecting trade union rights and workplace relations.
Measures scheduled for 30 October include stronger workplace access rights for trade unions, changes to recognition procedures and additional protections for trade union representatives and workers involved in industrial action.
Employers will also have a new duty to inform workers of their right to join a trade union.
What Will the Changes Mean for Employers?
Businesses will need to understand the revised procedures for dealing with trade union matters, particularly where a union seeks access to workers or recognition within an organisation.
The workplace access reforms introduce a statutory framework for qualifying trade unions to seek access to workplaces for specified purposes.
Access arrangements may involve physical or digital communication with workers, subject to the relevant legal requirements.
The reforms do not mean that every request must be accepted without consideration. Employers and trade unions will need to follow the applicable procedures, with the Central Arbitration Committee having a role in certain disputes.
Employers should review how requests are handled and ensure that managers responsible for employee relations understand when specialist advice may be necessary.
What Should Employers Review in October 2026?
The reforms provide a useful opportunity to examine whether existing workplace procedures remain suitable.
Three areas deserve particular attention.
1. Employment Records and Dispute Management
Longer tribunal deadlines mean that relevant workplace decisions may be challenged further into the future.
Employers should consider whether their procedures for recording dismissals, grievances, disciplinary matters and employment decisions are sufficiently clear and consistent.
Records should be retained in accordance with applicable legal obligations and data protection requirements.
2. Harassment Prevention and Reporting
Employers should review their approach to identifying harassment risks, receiving complaints and taking preventative action.
Particular attention may be needed where employees work alone, deal with customers or attend work-related events.
Managers should understand both how to respond to complaints and how to identify situations where preventative action may be required.
3. Trade Union Procedures
Businesses should familiarise themselves with the forthcoming trade union reforms and consider whether existing employee relations procedures require updating.
The objective is not simply to introduce additional documentation. Workplace policies should be practical, understood by those responsible for applying them and capable of supporting fair decisions when problems arise.
What Do the October 2026 Changes Mean for Employees?
For employees, the extension of Employment Tribunal deadlines is one of the most immediate developments.
The additional time may provide greater opportunity to obtain advice, gather evidence and consider whether to pursue a workplace claim.
However, employees should not assume that every dispute is subject to the new six-month deadline. The relevant dates, type of claim and applicable legal rules must still be considered.
Employees experiencing workplace harassment should also understand the protections available to them and the importance of reporting concerns where appropriate.
Those facing dismissal, redundancy, discrimination or contractual disputes may benefit from obtaining advice before taking formal action.
Arlingsworth Solicitors provides advice on employment law matters, including workplace discrimination, redundancy and breaches of employment contracts.
Are More Employment Law Changes Coming in 2027?
Yes. October’s reforms are part of a wider programme of changes under the Employment Rights Act 2025.
Further measures are scheduled for implementation during 2027, including reforms affecting unfair dismissal protections and other workplace rights.
Some provisions will require additional regulations or implementation arrangements before they take effect.
Employers should therefore distinguish between requirements already in force and reforms that are planned but not yet operational.
The government’s Employment Rights Act implementation timetable provides updates on the planned introduction of the legislation.
Employment Law Advice from Arlingsworth Solicitors in Brighton
Changes to employment law can have important consequences for workplace decisions, legal responsibilities and the handling of disputes.
For employers, understanding new requirements can help identify areas where existing policies or procedures need attention. For employees, knowing which rules apply can make a significant difference when considering how to respond to a workplace problem.
Arlingsworth Solicitors advises employers and employees in Brighton and beyond on employment disputes, discrimination, redundancy and contractual employment matters.
Whether you are reviewing workplace procedures or concerned about your rights at work, obtaining legal advice early can help you understand your position and the options available.
Contact Arlingsworth Solicitors to discuss your employment law matter.
Frequently Asked Questions
How long do I have to make an Employment Tribunal claim from October 2026?
For most claims arising on or after 1 October 2026, the usual deadline is six months minus one day. Different rules may apply to earlier incidents and certain types of claim.
Does the new Employment Tribunal deadline apply to unfair dismissal?
Generally, yes, where the relevant dismissal date falls on or after 1 October 2026. The correct deadline depends on the circumstances, and Acas Early Conciliation may affect the calculation.
Do I need to contact Acas before making an Employment Tribunal claim?
Most claimants must notify Acas before submitting a tribunal claim. It is important to do so within the applicable time limit.
What changes to workplace harassment law take effect on 30 October 2026?
Employers will be required to take all reasonable steps to prevent sexual harassment of employees. New provisions concerning harassment by third parties are also scheduled to take effect.
Can an employer be responsible for harassment by customers or clients?
Potentially. The new provisions address third-party harassment where an employer has failed to take all reasonable steps to prevent it. Whether an employer is legally responsible will depend on the circumstances.
What trade union changes are coming in October 2026?
The scheduled reforms include stronger workplace access rights, changes to recognition procedures, a duty to inform workers of their right to join a trade union and additional protections connected with trade union activity.
What employment law changes are planned for 2027?
Further reforms are scheduled, including changes affecting unfair dismissal protections and other employment rights. Employers and employees should check the latest government implementation timetable for confirmed dates and requirements.
