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Employers should use the coming weeks to review policies, train managers and make sure workplace procedures are ready for the new legal landscape.
October 2026 marks another important stage in the rollout of the UK’s employment law reforms. The changes form part of the wider Employment Rights Act 2025 and the Government’s Plan to Make Work Pay, with several measures taking effect from 1 October and 30 October 2026.
1. Employment Tribunal time limits increase
From 1 October 2026, the time limit for bringing most Employment Tribunal claims will increase from three months to six months. This means employees will generally have longer to start a claim, and employers may face a longer period of uncertainty after dismissals, grievances or other workplace disputes.
Employers should review document retention practices, make sure investigation records are complete, and encourage managers to keep clear, accurate notes while events are still fresh.
2. Stronger duty to prevent sexual harassment
From 30 October 2026, employers will be required to take “all reasonable steps” to prevent sexual harassment of their employees. This strengthens the existing duty to take “reasonable steps” and raises the standard expected of employers.
In practice, employers should be able to show that they have assessed workplace risks, maintained up-to-date anti-harassment policies, provided effective training, offered safe reporting channels and reviewed whether preventative measures are working.
3. New liability for third-party harassment
Also from 30 October 2026, employers will have a duty not to permit harassment of employees by third parties, such as customers, clients, suppliers, contractors or members of the public. The protection applies across protected characteristics, not only sexual harassment.
This change is particularly important for businesses whose staff interact regularly with the public or external contacts. Employers should consider customer-facing risk assessments, clear behaviour standards for visitors and clients, and procedures for responding quickly where concerns are raised.
4. Trade union rights and workplace access
A package of trade union reforms is also due to take effect on 30 October 2026. These include a new duty for employers to inform workers of their right to join a trade union, new trade union access rights to workplaces, and further protections connected with union representation and industrial action.
Employers should check contracts, written statements, induction materials and staff handbooks to ensure they reflect the new requirements once final regulations and guidance are confirmed.
5. Tipping and allocation practices
Businesses that receive tips, gratuities or service charges should prepare for tighter obligations around written tipping policies and fair allocation arrangements. Employers should ensure workers understand how tips are distributed and that policies are reviewed regularly.
