Employment law changes in October 2026: what employers need to review
Employment law changes can easily become another item on a busy business owner’s to-do list. But when a complaint, dismissal or workplace concern arises, the way managers respond can have lasting consequences.
October 2026 brings changes to employment tribunal time limits and further planned reforms to harassment prevention in Great Britain. Here is what employers should review.
Longer employment tribunal claim time limits
From 1 October 2026, the employment tribunal claim time limit increased from three to six months. For breach of employment contract claims in Scotland, the change takes effect on 9 November 2026.
For employers, this reinforces the value of clear records. When a concern arises, keep a reliable account of what happened, what was considered and why decisions were made.
Meeting notes, correspondence, investigation findings and outcome letters should tell a consistent story. Review how these records are retained and ensure managers know where to seek support. For an individual claim, check the applicable deadline and transitional rules rather than assuming the new limit applies.
Stronger harassment prevention duties
The Government’s timetable schedules stronger harassment duties for 30 October 2026. These include requiring employers to take “all reasonable steps” to prevent sexual harassment and introducing an obligation not to permit harassment of employees by third parties. Future implementation dates remain subject to parliamentary processes and may change.
Employers should consider the risks staff face when dealing with customers, clients, suppliers and other people outside the organisation, alongside conduct between colleagues.
A policy provides a starting point. Employees also need to understand how to report concerns, and managers need to know how to respond.
Five practical steps for your business
1. Review your policies. Check that grievance, disciplinary and harassment procedures reflect current requirements and how your business operates.
2. Support your managers. Make sure they can recognise concerns, respond appropriately and seek advice early.
3. Check reporting routes. Employees should know who to approach, including when their concern involves their own manager.
4. Assess workplace risks. Consider customer interactions, lone working, work events and online communications.
5. Improve your records. Record concerns, actions and decisions accurately, and handle personal information securely.
What if you do not have an HR department?
Smaller businesses often rely on an owner or line manager to handle sensitive employee matters alongside their everyday responsibilities.
That can work well when they have suitable guidance and support. Difficulties arise when concerns are left unresolved, procedures are inconsistent or managers are unsure what to do next.
An HR review can help identify the gaps and prioritise practical improvements before a difficult situation develops.
How The HFactor can help
The HFactor supports businesses with policy reviews, complex employee relations, management training, redundancy, restructuring and TUPE transfers.
With 35 years of HR experience, Karen Lewis, Chartered FCIPD, provides practical support tailored to your organisation.
Concerned about whether your business is prepared? Tell us about your HR needs through our website enquiry form. Your initial consultation is free.
This article provides general information about changes in Great Britain as at 3 October 2026. Specific circumstances may require tailored advice.
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