The Countdown is On: Some Key Employment Law Changes Employers Need to Know

The countdown is on for some of the most significant employment law reforms in recent years. While the Employment Rights Act 2025 is being implemented in stages, several important changes will come into force over the next few months, introducing new rights for workers and placing additional obligations on employers.

With implementation dates fast approaching, now is the time for employers to review their policies, procedures and workplace practices to ensure they are prepared.

From 1 October 2026

Employment Tribunal Time Limits Double

The time limit for bringing most Employment Tribunal claims will increase from three months to six months. This applies to a wide range of claims, including but not limited to unfair dismissal, discrimination, whistleblowing and TUPE claim. 

For more information, read our previous article: Extension of Employment Tribunal Time Limits.

From 30 October 2026

A Stricter Duty to Prevent Sexual Harassment

The existing duty on employers to take “reasonable steps” to prevent sexual harassment will be strengthened to “all reasonable steps” to prevent sexual harassment. This places a greater emphasis on proactive prevention rather than simply responding to complaints.

For more information, read our previous article: Changes from October 2026 – Preventing Work-Based Sexual Harassment.

Liability for Third-Party Harassment

Employers will also become liable where they fail to take all reasonable steps to prevent employees from being harassed by third parties in relation to all relevant protected characteristics including sex, race and disability. Third party is a very wide definition and could include everyone whom your employees come into contact with so not just your customers or clients.

New Trade Union Obligations

There are various new trade union rights coming into force including rights of qualifying trade unions to access workplaces under access agreements.

Employers will also be under a legal duty to inform workers of their right to join a trade union. 

In addition, employers will be required to provide greater support for trade union representatives, including allowing union equality representatives reasonable paid time off to carry out their duties and providing reasonable access to workplace facilities where appropriate.

From 1 January 2027

Unfair Dismissal Reforms

The qualifying period for bringing a claim for ‘ordinary’ unfair dismissal and employees’ right to request written reasons for dismissal will be reduced from 2 years to 6 months. The current cap on compensatory awards for unfair dismissal will also be removed where the effective date of termination falls on or after 1 January 2027.

What Should Employers Be Doing Now?

Although some of these reforms are still several months away, preparing for them should start now. Many of the upcoming changes require employers to take proactive steps, including reviewing policies, updating contracts and procedures, training managers and considering how workplace practices may need to change.

If you would like advice on how these changes could affect your organisation, our Employment Team can help you review your existing practices, identify any areas of risk and implement practical solutions tailored to your business.

Sources

Plan to Make Work Pay and Employment Rights Act: timeline update – GOV.UK

New employment rights: Guidance for businesses and workers

The contents of this article are a general guide only at the date of publication. It is not comprehensive, and it does not constitute legal advice. Specific legal advice should be sought in relation to the particular facts of a given situation.