With one week to go until the first updates take effect, People Management examines the practical implications and how HR can prepare
24 September 2026
October will mark the next stage in the rollout of the Employment Rights Act, with several key changes coming into force.
Described by the previous labour government as the “biggest upgrade to workers’ rights in a generation”, the Act is set to benefit 15 million people through strengthening worker protections.
The measures cover employment tribunal claims, workplace harassment and trade union rights, with further reforms due in 2027, including a shorter qualifying period for unfair dismissal and the removal of the compensatory award cap.
Employment Rights Act reforms in 2026
Trade union reforms: changes to be aware of
How the public sector can prepare for employment law changes
“Some of the changes may seem small but will require employers to look at situations through a different lens,” says Sally Sellwood, employment law consultant at the CIPD.
She urges organisations to review their policies, processes and practices, warning that the “biggest mistake” would be assuming what they already have in place is “enough”.
Here, People Management looks at the key October reforms and what they will mean for employers.
From 1 October, the deadline for bringing most employment tribunal claims will increase from three to six months. The changes will apply to almost all tribunal claims.
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