Employment Law Update: Three Changes Employers need to Know

Several important employment law reforms are taking effect over the coming months. Employers should review their policies, manager training and employee communications now so that they are ready for the new requirements.

Longer time limits for Tribunal Claims

From 1 October 2026, the time limit for bringing most employment tribunal claims increases from three months to six months. Broadly, the new limit applies where the act or failure complained of occurs on or after that date.  Claims relating to matters occurring before 1 October will remain subject to the existing limit. The Acas early conciliation process is unchanged and 12-weeks will still be available to attempt to resolve the matter by way of conciliation.  Tribunals will also retain the usual discretion to extend time limits.  Employers will need to consider retaining relevant records for longer and avoid assuming that a dispute has ended simply because three months have passed.

An extended duty to prevent Sexual Harassment

From 30 October 2026, the duty to prevent sexual harassment in the workplace will be extended to require employers to take all reasonable steps to prevent workplace sexual harassment, including by third parties such as customers, clients and contractors. Employers should conduct a risk assessment in order identify areas of concern and consider steps that may remove or reduce risks. 

Trade Union Information and Workplace Access

The duty to give workers a written statement explaining their right to join a trade union has been pushed back and is now expected to take effect in January 2027. New workers will receive prescribed information about unions with their employment particulars, while existing workers will need to receive it, or be told where an accessible copy is available each year by April. Separately, the statutory framework allowing trade unions to access workplaces and communicate with workers is still proceeding and will come in at the end of October 2026. Employers should prepare a process for handling access requests and watch for final legislation and guidance, as future commencement dates remain subject to parliamentary approval.

If you’d like guidance on how these reforms could affect your business, get in touch with our Employment Law team.

About the Author

David is a solicitor-advocate with higher rights of audience since 2014. He qualified as a solicitor in 2013 and joined Machins in 2019 after over a decade at BT and two years at a City law firm. David advises on all aspects of employment law and has represented clients in more than 150 tribunal hearings.