UK employers are approaching another important stage in the Government’s employment-law reforms, with several
changes scheduled to take effect during October 2026.
The Government has now updated its implementation timetable, giving employers greater clarity about when particular measures under the Employment Rights Act 2025 will come into force. For businesses, September is therefore a good time to review employment contracts, policies and procedures rather than waiting until the changes become effective.
The reforms are being introduced in stages and cover areas including harassment, employment tribunal claims, trade union rights and protections relating to industrial action. Some of the most significant changes are scheduled for 1 October and 30 October 2026.
Employment tribunal claims will have longer time limits
One of the changes employers should understand is the extension of the time limit for bringing an employment tribunal claim.
From 1 October 2026, the usual time limit will increase from three months to six months. There is a separate timing arrangement for breach of employment contract claims in Scotland, where the change takes effect on 9 November.
This is significant because employers may have a longer period during which an employee can bring a claim.
Businesses should therefore ensure that employment records are maintained properly and that important decisions are documented.
This includes records relating to:
- Disciplinary procedures
- Grievances
- Performance management
- Dismissals
- Absence
- Flexible working
- Changes to employment contracts
Good record keeping has always been important, but the extended claim period makes it even more important that businesses can demonstrate how and why decisions were made.
New responsibilities around harassment
Another important change is scheduled for 30 October 2026.
Employers will be required to take “all reasonable steps” to prevent sexual harassment of employees. The reforms will also extend employer liability for harassment by third parties, such as customers or clients, unless the employer has taken all reasonable steps to prevent it.
For businesses where employees regularly interact with customers, suppliers or members of the public, this deserves particular attention.
A policy sitting in an employee handbook is unlikely to be enough on its own. Employers should consider whether staff have appropriate training, whether concerns can be reported easily and whether managers understand their responsibilities.
Businesses should also consider situations that may not previously have been regarded as an employment issue.
For example, if an employee experiences inappropriate behaviour from a customer, does the business have a clear procedure for reporting and dealing with it?
Trade union changes are also approaching
The October reforms include several changes affecting trade union rights.
From 30 October, employers will have new duties concerning workers’ rights to join a trade union, while trade unions will receive strengthened rights of access to workplaces. There will also be changes relating to union recognition and protections against detriment for workers taking industrial action.
Businesses do not need to have a recognised union to start preparing.
Employers should understand how the new rules could affect their workplace and make sure managers know how to respond if employees become involved in union activity.
What about zero-hours contracts?
Another major employment issue remains under consultation.
The Government is consulting on reforms intended to provide greater security and predictability for workers on zero-hours and similar contracts.
The proposals include rights relating to guaranteed hours, reasonable notice of shifts and payment where shifts are cancelled, moved or curtailed at short notice. The Government’s consultation has been updated during August.
Businesses that rely on flexible staffing arrangements should therefore monitor developments carefully.
The proposals could have a particular impact on sectors where demand changes significantly from week to week, including hospitality, retail, leisure and some service businesses.
September is the month to prepare
The important point for employers is that October should not be the starting point for preparation.
Businesses should use September to:
- Review employment contracts and staff handbooks.
- Check harassment and sexual harassment policies.
- Review training provided to managers and employees.
- Check procedures for handling complaints.
- Review record-keeping arrangements.
- Understand the new tribunal time limits.
- Consider whether employment practices need updating.
- Monitor further Government guidance.
Businesses should also remember that not every element of the Employment Rights Act has been finalised. Some measures remain subject to consultation, and the Government has stated that implementation will take place in phases.
A changing relationship between employers and employees
The wider direction of travel is clear. The Government is seeking to strengthen employment protections while giving businesses time to prepare.
For employers, the best response is not simply to treat each change as another compliance exercise.
Businesses should use the reforms as an opportunity to review how they manage people generally.
Clear contracts, consistent procedures, good communication and accurate records can reduce disputes while also helping create a better workplace.
For smaller businesses without dedicated HR departments, obtaining professional advice before changes take effect could be particularly valuable.
The October reforms are approaching quickly. September is therefore an ideal time for employers to check whether their employment practices are ready.
The Government’s latest implementation timetable was updated on 7 August 2026 and provides the current schedule for the reforms.
Government: Plan to Make Work Pay and Employment Rights Act timetable
Are your employment policies ready for October?
Talk to your professional advisers now about reviewing your employment procedures and planning for the changes ahead.