The next phase of significant reforms under the UK Employment Rights Act 2025 (“ERA 2025”) is expected in August and early October 2026, which includes introducing wide-ranging trade union provisions, enhanced duties on employers to prevent sexual harassment in the workplace, and potential liability for harassment by third parties, among other changes.
In this article, we set out the key changes for August and October, which employers should start preparing for now.
Timing | Summary |
August 2026 | Trade Unions – Electronic and workplace balloting for Statutory Trade Union Ballots |
October 2026 | Sexual Harassment – Employer duty to prevent sexual harassment – increasing to “all reasonable steps” |
Third Party Harassment – Introducing an obligation on employers not to permit harassment by third parties | |
| Trade Unions, including:
| |
Time Limits – Employment tribunal time limits increasing from 3 to 6 months (note the Government’s published timeline currently indicates this will be “no earlier than October 2026”) | |
Tipping –... |
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