Employment law changes in October 2026: what employers need to do

October brings one of the biggest sets of employment law changes this year. Some take effect on 1 October, with more following on 30 October. Further reforms, including changes to unfair dismissal, are due from 1 January 2027. Here is what is changing and what employers should do now.

From 1 October 2026

Employment Tribunal time limits double. Employees will generally have 6 months less one day, instead of 3 months less one day, to bring most Employment Tribunal claims, including unfair dismissal, discrimination and whistleblowing. The new limit applies where the event happens on or after 1 October. Events before that date keep the 3-month limit, even if the claim is made later. Early conciliation with Acas is still required and affects how the deadline is worked out.

Right to work checks cover more people. The right to work rules now reach beyond employees to people engaged on workers' contracts, individual subcontractors and certain online matching arrangements. New Home Office codes of practice also apply, and digital checks using immigration status information and eVisas are part of the updated system. Civil penalties can be up to £45,000 per illegal worker for a first breach, and up to £60,000 for repeat breaches.

From 30 October 2026

Preventing sexual harassment. Employers must take all reasonable steps to prevent sexual harassment of their employees. This strengthens the existing duty, which has applied since October 2024.

Harassment by customers and clients. Employers must not permit their employees to be harassed by third parties such as customers and clients. This covers sexual harassment and harassment related to protected characteristics under the Equality Act 2010, with some limited exceptions. An employer will be liable if it failed to take all reasonable steps to prevent the harassment.

Trade union changes. Independent trade unions will gain a legal right to request access to workplaces, in person or digitally. Employers will have set timescales for responding to requests and agreeing access. Workplace representatives will gain stronger rights to paid time off and facilities, and workers will get more protection from detriment for taking protected industrial action.

Coming in 2027

Unfair dismissal. From 1 January 2027, the qualifying period for ordinary unfair dismissal falls from 2 years to 6 months, and the cap on compensatory awards is removed.

Fire and rehire. Dismissing an employee to force through certain changes to core terms, such as cuts to pay, hours or leave, will generally be automatically unfair. There is a narrow exception for employers in severe financial difficulty with no reasonable alternative. Other contract changes will have stronger protections and consultation requirements.

The Government says future dates remain subject to parliamentary processes and may change.

What to do now

• Allow for the longer 6-month claim window for any dispute or dismissal from 1 October.

• Check whether you engage workers, individual subcontractors or people through online platforms, and whether right to work checks now apply to them.

• Make sure your right to work checks and records meet the October 2026 requirements.

• Refresh your harassment policy and training before 30 October, including how staff report harassment by customers, clients and other third parties.

• Decide who will handle a trade union access request and how you will respond within the set timescales.

• Review how you support trade union representatives.

• Review your probation, disciplinary and dismissal processes ahead of the 6-month unfair dismissal qualifying period.

• Review any planned changes to pay, hours or leave before considering dismissal and re-engagement.

How SignalHR helps

SignalHR's assistant is updated as each change takes effect. SignalHR's Time Limit Checker works out the Employment Tribunal deadline from the date of the event, so you can see which rule applies.

The Policy Builder now includes a Recruitment & Right to Work Policy and a Trade Union Relations Policy to help you prepare for the October changes.

If you have already built a policy with SignalHR and the law behind it changes, SignalHR will email you so you can review it.