Ten months since the Employment Rights Act received Royal Assent, a number of changes are due to take place in October – both at the beginning and the end of the month. Here’s a summary of the key changes and what to expect.
From 1 October, the Employment Rights Act 2025 (ERA) increases the time limit for someone to make a claim at an employment tribunal from three to six months.
The longer limit will apply where the event (or series of events) included in the claim occurs on or after 1 October 2026.
Although the extended time limit gives parties more time for early conciliation and resolution, some legal experts argue that the extension could lengthen uncertainty and compound the existing tribunal backlog.
There is, however, one delayed introduction in Scotland. Breach of contract claims at employment tribunals in Scotland will receive the six-month time limit from 9 November 2026. Until then, the three-month limit remains.
This is not a reform included in the ERA, but 1 October marks a significant expansion of the UK’s right-to-work regime.
From this date, employers must extend their right-to-work checks beyond “traditional” employees to freelancers, agency workers and contractors – people who have been historically regarded as outside the scope of compliance.
This is via an amendment to the Immigration, Asylum and Nationality Act 2006.
Right to work checks: what HR needs to know
Millions of Aussies will be cheering Ben Roberts-Smith after seeing his publicity campaign. But we must leave all these matters to a criminal court to decide – this time beyond reasonable doubt.