Businesses across the United Kingdom are bracing for a wave of significant employment law changes as key provisions of the Employment Rights Act 2025 move toward implementation. With tribunal time…
Businesses across the United Kingdom are bracing for a wave of significant employment law changes as key provisions of the Employment Rights Act 2025 move toward implementation. With tribunal time limits set to double, new harassment prevention duties on the horizon, and heightened scrutiny of sponsored worker pay, legal experts are urging employers to review their policies now to avoid costly litigation.
From October 1, 2026, the statutory time limit for employees to bring claims to an employment tribunal will increase from three months to six months. The extension gives workers a substantially longer window to initiate legal action, which is expected to increase the volume of active cases employers must manage.
The change means HR teams should prepare for claims relating to older incidents that would previously have fallen outside the limitation period. Employers may also face more complex evidence-gathering challenges as the gap between the disputed event and the tribunal hearing widens.
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