Employment Updates for October 2026

Employment Tribunal Time Limits to Increase from 1 October

From three months to six months.

The new time limit will apply where the relevant act, conduct, failure or other matter complained of occurs on or after 1 October 2026. Claims relating to matters arising before that date will generally remain subject to the existing time limits.

For example, most claims arising from an incident on 30 September 2026 will continue to have the shorter deadline, while most claims arising from 1 October 2026 onwards will have a six-month time limit.

There is a separate implementation date for breach of employment contract claims in Scotland, where the extension is due to take effect on 9 November 2026.

For employers, the longer claim period may mean potential disputes remain live for a greater length of time. Businesses should consider whether their document-retention arrangements adequately preserve records relating to grievances, disciplinary action, performance management, pay disputes and dismissals.

Sexual Harassment Duties to Become Stronger on 30 October

A major strengthening of workplace harassment law is due to take effect on 30 October 2026.

Employers are currently required to take reasonable steps to prevent sexual harassment. From 30 October, the requirement will

become a duty to take “all reasonable steps” to prevent sexual harassment of workers. This means employers will need to demonstrate a more comprehensive and preventative approach rather than simply reacting when an incident occurs.

The appropriate measures will depend on the organisation, but employers should consider reviewing risk assessments, anti-harassment policies, reporting procedures, management training and staff awareness.

Employers to Face Liability for Third-Party Harassment

Also from 30 October 2026, employers may become liable where a worker is harassed by a third party unless the employer has taken all reasonable steps to prevent that harassment. Third parties can include customers, clients, service users, patients, students and others whom workers encounter through their employment.

This reform is particularly important for organisations operating in sectors where employees have regular contact with members of the public, such as hospitality, retail, healthcare, education and customer services.

Employers should therefore assess not only risks arising between colleagues but also risks created by interactions with customers and other external parties.

Further Trade Union Reforms from 30 October

A substantial package of trade union measures is also scheduled to take effect on 30 October 2026.

The reforms include strengthened workplace access rights for trade unions, changes to recognition and derecognition procedures, new rights and protections for certain trade union representatives and stronger protection against detriment connected with industrial action.

Employers will also face a duty to inform workers of their right to join a trade union.

Businesses with recognised unions, active union representation or employees considering union recognition should ensure HR teams and senior managers understand how the revised rules may affect workplace relations.

What Employers Should

Organisations should review employment dispute record keeping in light of the longer Tribunal claim period, update harassment and sexual harassment policies, assess the risk of third-party harassment and ensure managers receive appropriate training.

Employers affected by trade union activity should also review their existing employee-relations procedures against the forthcoming rules.

These preparations should focus not only on written policies but also on whether those policies are being implemented effectively in practice.

Further Employment Law Reform Is Still to Come

The October changes form part of a wider programme of employment law reform being introduced in stages during 2026 and 2027.

The government has indicated that further measures will follow in areas including flexible working, dismissal protections and other employment rights. Employers should therefore continue monitoring implementation dates and official guidance as further regulations are introduced.

This article reflects the position as of 5 October 2026 and is intended for general information only. It does not constitute legal advice.