What’s changing?

1. Tribunal claim deadlines double – from 1 October 2026, employees have six months (up from three) to bring most Employment Tribunal claims against an employer.
2. Duty to prevent sexual harassment – from 30 October 2026, employers must take “all reasonable steps” to protect workers from sexual harassment, including third-party harassment by clients, customers, or suppliers.
3. Trade union access and notice – from 30 October 2026, employers must provide new starters and existing staff with a written notice of their right to join a trade union. Recognised independent unions will also gain a statutory right to request physical or virtual access to the workplace.

Three major updates to UK employment law under the Employment Rights Act take effect in October 2026. If you employ staff in the UK, here are the three critical workplace changes you need to prepare for:

1. Employees now have twice as long to raise a tribunal claim (1 October 2026)

From 1 October 2026, the standard time limit for workers to submit a claim to an Employment Tribunal increased from three months to six months following the incident or termination date.

This window applies to the majority of common workplace claims – including unfair dismissal, unlawful deduction from wages, and discrimination under the Equality Act 2010.

Historically, the three-month limitation period meant small business owners knew relatively quickly if a dispute was turning into a legal claim. With six months now...

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