October 2026 brings important employment law changes for employers in Great Britain. From longer Employment Tribunal claim deadlines to stronger harassment prevention duties and new trade union rights, businesses need to understand what is changing and whether their current HR procedures are ready.
Two dates are particularly important: 1 October and 30 October 2026.
The changes affect how employers handle workplace complaints, retain records, prevent harassment and respond to trade union requests. Employers operating across Great Britain and Northern Ireland must also account for differences in employment law between the jurisdictions.
In this guide, we explain the main October 2026 employment law changes, who they affect and what employers should review.
What Employment Law Changes Take Effect in October 2026?
The main changes take effect on two dates.
From 1 October 2026:
- The time limit for bringing most Employment Tribunal claims increases from three months to six months, subject to the relevant transitional rules.
From 30 October 2026:
- Employers must take all reasonable steps to prevent sexual harassment.
- New protections against third-party harassment come into effect.
- Independent trade unions gain a new statutory route to request workplace access.
- Further trade union reforms strengthen rights and protections for union representatives and workers involved in protected industrial action.
These changes do not all require the same response. Some call for updated policies and risk assessments, while others require employers to review record-keeping, management procedures and how formal requests are handled.
1. Employment Tribunal Claim Deadlines Increase to Six Months
From 1 October 2026, the time limit for bringing most Employment Tribunal claims increases from three months to six months.
This means some workplace disputes may lead to claims being brought considerably later than employers have previously expected. Clear records of employment decisions, grievances, investigations and disciplinary procedures will remain important long after an incident has occurred.
The new time limit generally applies where the relevant act or failure takes place on or after 1 October 2026. Earlier incidents will usually remain subject to the previous time limits, depending on the claim and the applicable transitional rules. Acas Early Conciliation can also affect the calculation of a deadline.
Employers should:
- Keep accurate records of grievances, disciplinary action and investigations.
- Document the reasons behind important employment decisions.
- Make sure managers record relevant conversations and follow-up actions.
- Review how employment records are stored and retained.
- Avoid assuming a potential claim is out of time simply because three months have passed.
Scotland has a separate implementation date of 9 November 2026 for the relevant breach-of-contract claim time limit.
For more detail, read our guide to Employment Tribunal time limit changes in 2026.
2. Employers Must Take All Reasonable Steps to Prevent Sexual Harassment
From 30 October 2026, employers will be required to take all reasonable steps to prevent sexual harassment of their employees.
Since October 2024, employers have been required to take reasonable steps to prevent sexual harassment. The new requirement strengthens that duty, making it important for businesses to review whether their current measures are effective and appropriate for their workplace.
Having a written policy is not enough on its own. Employers should consider the risks their employees face, whether staff understand how to report concerns and whether managers know how to respond.
Practical steps include:
- Reviewing sexual harassment and dignity-at-work policies.
- Assessing workplace risks and identifying situations where harassment could occur.
- Providing relevant training for employees and managers.
- Making reporting procedures clear and accessible.
- Investigating complaints appropriately and acting on concerns.
- Reviewing previous incidents to identify recurring problems.
Employers should be able to demonstrate that they have considered the risks and taken appropriate action. Where a sexual harassment claim succeeds, an Employment Tribunal may also increase compensation by up to 25% if the employer has failed to comply with the preventative duty.
The key is to take a proactive approach rather than waiting for a complaint before reviewing workplace practices.
3. Employers Face New Liability for Third-Party Harassment
From 30 October 2026, employers will face renewed statutory liability for third-party harassment where the relevant legal conditions are met and the employer has failed to take all reasonable steps to prevent it.
Third parties may include:
- Customers and clients.
- Patients or service users.
- Suppliers and contractors.
- Members of the public.
The protection can cover harassment related to protected characteristics under the Equality Act 2010, not just sexual harassment.
This is particularly relevant to businesses where employees regularly interact with people outside the organisation. For example, retail staff may deal with abusive customers, healthcare workers may experience inappropriate behaviour from service users and client-facing employees may encounter harassment during meetings or work events.
Employers should consider where these risks arise and whether existing procedures address them.
Actions to consider include reviewing risk assessments, clarifying how employees can report incidents and ensuring managers know when to intervene. Previous complaints and known risks should inform the measures taken.
Read our dedicated guide to third-party harassment in October 2026 for more detail.
4. Trade Unions Gain New Workplace Access Rights
From 30 October 2026, qualifying independent trade unions will have a new statutory process for requesting access to workplaces.
Access may involve physical entry, communication with workers through digital or other means, or a combination of both. Its purposes can include meeting, supporting, representing, recruiting and organising workers, including those who are not already union members.
Employers should not assume that a request can be dismissed simply because the business does not recognise the union. Requests must be handled in accordance with the statutory process, and the rules provide a route for unresolved matters to be referred to the Central Arbitration Committee (CAC).
The process includes deadlines for responding to requests and negotiating access arrangements. Employers should make sure they understand the applicable requirements before responding to a formal request.
Before the rules take effect, businesses should decide:
- Who will receive and manage trade union access requests.
- How requests will be recorded and escalated.
- Which managers need to understand the new requirements.
- How physical or digital access could be managed in practice.
The CAC’s ability to impose an access agreement is also affected by the size of the workforce and other applicable rules.
These access rights form part of a wider package of trade union reforms, including changes affecting union representatives and workers involved in protected industrial action.
For practical guidance on the process, read our article on the new trade union right of access.
5. What Should Employers Review Before the Changes Take Effect?
Employers should use the October changes as an opportunity to check whether their HR policies and procedures reflect the new requirements.
The following checklist provides a starting point.
Employment records and tribunal claims
- Review how employment decisions, grievances and investigations are documented.
- Check that records are stored securely and can be retrieved when needed.
- Make sure managers understand the importance of accurate documentation.
Sexual and third-party harassment
- Review harassment policies and reporting procedures.
- Assess risks associated with customers, clients and other third parties.
- Check whether staff and managers have appropriate training.
- Make sure complaints are investigated and lessons from previous incidents are considered.
Trade union access
- Identify who will handle formal access requests.
- Establish a process for recording requests and monitoring deadlines.
- Brief relevant managers on the new access arrangements and wider trade union changes.
Updating a policy is only part of the process. Employers should also make sure that managers understand their responsibilities and that the procedures can be followed in practice.
6. Do the October 2026 Changes Apply in Northern Ireland?
Not all the changes covered in this guide apply across the whole UK.
Employment law is devolved in Northern Ireland. The main Employment Rights Act 2025 reforms discussed here principally apply to Great Britain, although some provisions have separate or specific applications that should be checked individually.
Businesses operating in England, Scotland, Wales and Northern Ireland should not assume that the same rules or implementation dates apply to every employee.
Where a business operates across jurisdictions, employers should review the relevant legislation and ensure that policies and procedures reflect the requirements applicable to each workforce.
For a broader comparison, read our guide to employment law in Northern Ireland and Great Britain.
7. What Other Employment Law Changes Should Employers Watch?
The October changes are part of a wider programme of employment law reform.
Some measures previously expected in October have been scheduled for later dates. For example, the duty to inform workers of their right to join a trade union and stronger fire-and-rehire protections are scheduled for January 2027.
Employers should avoid relying on older implementation calendars and check official guidance as further commencement dates are confirmed.
Businesses should also consider how the October changes fit into their wider HR planning for the end of 2026 and the start of 2027.
Get Your Business Ready for the October 2026 Changes
The October reforms affect more than written HR policies. They also influence how managers handle complaints, document decisions, prevent harassment and respond to formal trade union requests.
HR Team can help employers review their current arrangements, identify gaps and put practical procedures in place. Support can include:
- Reviewing and updating HR policies and procedures.
- Assessing harassment risks and reporting arrangements.
- Strengthening grievance and investigation processes.
- Reviewing employment records and documentation.
- Helping managers understand their responsibilities.
- Preparing for new trade union access requests.
If your business needs help preparing for the October employment law changes, contact HR Team to discuss your HR requirements.
October 2026 Employment Law Changes: FAQs
What employment law changes take effect in October 2026?
The main changes include longer Employment Tribunal claim deadlines from 1 October, followed by stronger sexual harassment prevention duties, third-party harassment protections and new trade union access rights from 30 October.
When does the Employment Tribunal time limit increase to six months?
The change takes effect from 1 October 2026 for most relevant claims, subject to transitional rules. The date of the incident or failure and the type of claim matter when determining the applicable deadline.
Do the new time limits apply to incidents before 1 October 2026?
Generally, the extended time limit applies where the relevant act or failure takes place on or after 1 October 2026. Employers should check the applicable transitional rules where a dispute involves events on both sides of that date.
What does the duty to take all reasonable steps to prevent sexual harassment mean?
From 30 October 2026, employers must take all reasonable steps to prevent sexual harassment. The measures required will depend on the workplace and its risks, but may include risk assessments, effective policies, appropriate training, accessible reporting procedures and action to address known concerns.
Can employers be liable for harassment by customers or clients?
The new provisions introduce statutory liability for third-party harassment where the relevant legal conditions are met. Employers should assess the risks their employees face when dealing with customers, clients and other people outside the organisation.
What are the new trade union workplace access rights?
Qualifying independent trade unions can request physical or other forms of access to workers for specified purposes, including meeting, supporting, representing, recruiting and organising workers. Employers must follow the statutory process when handling requests.
Do the October 2026 changes apply in Northern Ireland?
Not all of them. Employment law is devolved in Northern Ireland, and the main reforms discussed in this guide principally apply to Great Britain. Employers operating across both jurisdictions should check the requirements and implementation dates that apply to each workforce.
