Another wave of significant employment law changes is introduced in October 2026 under the Employment Rights Act 2025. This includes a longer window to bring tribunal claims, liability for third party harassment, and new trade union rights. Here is what has already changed this month, what changes on 30 October, and what employers should do now.

In brief

Already in force (since 1 October)

• The ordinary time limit for employees and workers to bring most tribunal claims has doubled from three to six months, in broad terms in relation to events on or after that date.

From 30 October

• Employers must take 'all' reasonable steps to prevent sexual harassment.
• Employers will become liable for harassment of their staff by customers, clients and other third parties.
• Independent trade unions will be able to request physical and digital access to workplaces, whether or not the employer recognises them.
• Statutory trade union recognition rules will tighten, union reps gain rights to facilities and time off, and workers will be protected from any detriment for taking lawful industrial action.

What changed on 1 October 2026

Time limits doubled for employment tribunal claims

On 1 October 2026, the three-month time limit for bringing most employment tribunal claims doubled to six months. The new limitation period only applies to claims where, in broad terms, the date of the alleged mistreatment falls on or after 1 October 2026. Existing rules on extensions of time - whether through Acas...

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