With the October 2026 implementation dates now confirmed, the Employment Rights Act 2025 is set to introduce one of the most significant overhauls of UK workplace law in recent years. Employers and HR professionals must prepare for a wave of changes taking effect on 1 October and 30 October 2026.

From 1 October 2026, the standard time limit for bringing most Employment Tribunal claims will double from three months to six months. However, transitional provisions mean this extension only applies where the relevant date—the act or failure to act complained of—occurs on or after 1 October 2026. Employment lawyers have expressed concern this change could significantly increase the current Tribunal backlog, already under substantial pressure.

The most impactful change comes on 30 October 2026, when the duty on employers to prevent sexual harassment will strengthen from taking “reasonable steps” to taking “all reasonable steps”. This means Tribunals will assess whether any further reasonable measures were available that the employer should have taken. Employers failing to meet this enhanced standard face a potential 25% compensation uplift on successful claims.

Notably, the duty will also extend to third-party harassment across all protected characteristics (except marriage and civil partnership, and pregnancy and maternity). The Equality and Human Rights Commission’s recent report highlights that workplaces remain a common setting for harassment, with financial services and...

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