The Employment Rights Act 2025 continues to reshape the UK employment landscape, with a significant new wave of reforms taking effect during October 2026. Employers should take the opportunity now to review their policies, procedures and workplace practices to ensure they remain compliant with the latest requirements.
Longer Time Limits for Employment Tribunal Claims
From 1 October 2026, the time limit for bringing most Employment Tribunal claims will increase from three months to six months. This change gives employees more time to pursue workplace claims and could lead to a higher volume of cases being brought before tribunals. Employers may therefore need to retain employment records for longer and be prepared for claims to arise several months after an issue occurs.
Stronger Duties to Prevent Sexual Harassment
From 30 October 2026, employers will be required to take “all reasonable steps” to prevent sexual harassment in the workplace, replacing the current requirement to take only “reasonable steps”. This raises the compliance bar and will require organisations to be more proactive through training, policies, reporting procedures and regular risk assessments.
Protection from Third-Party Harassment
A new duty will also require employers to take all reasonable steps to protect staff from harassment by third parties, including customers, clients, contractors and members of the public. The protection applies across most protected characteristics under the Equality Act and represents a significant expansion of employer responsibility.
Expanded Trade Union Rights
October will also see a package of reforms aimed at strengthening trade union rights. These include enhanced workplace access rights for unions and changes to recognition and industrial action rules. Employers with recognised trade unions should ensure they understand the new requirements and update their employee relations procedures where necessary.
What Should Employers Do Now?
Businesses should review their harassment policies, provide updated management training, assess risks relating to third-party interactions, and ensure HR processes are prepared for longer tribunal limitation periods. Taking action now can help reduce legal risks and demonstrate a commitment to fair and compliant workplace practices.
The bottom line: October 2026 brings some of the most significant employment law changes seen in recent years. Employers who prepare early will be in the strongest position to manage risk and support their workforce effectively. Budgeting and workforce planning should reflect higher employment costs, increased SSP exposure and the risk of higher tribunal liabilities.