UK Employment Law Changes: What Employers Need to Prepare for from October 2026 and into 2027
Updated: 3 days ago
UK employment law is moving quickly. The Employment Rights Act 2025 is being implemented in phases, and several significant changes are due from October 2026 onwards. Employers do not need to redesign every policy overnight, but they do need a clear implementation plan.
1 OCTOBER 2026: EMPLOYMENT TRIBUNAL TIME LIMITS INCREASE
From 1 October 2026, the time limit for bringing most Employment Tribunal claims increases from three months to six months. This is a significant practical change for employers because disputes may remain live for longer. Record-keeping, evidence preservation and early resolution will become even more important.
30 OCTOBER 2026: STRONGER SEXUAL HARASSMENT DUTIES
Employers will be required to take all reasonable steps to prevent sexual harassment of employees. There will also be an obligation not to permit harassment of employees by third parties. Employers should review risk assessments, reporting routes, manager training, investigation capability and the practical controls used in higher-risk environments.
30 OCTOBER 2026: TRADE UNION CHANGES
A package of trade union reforms will also take effect, including a duty to inform workers of their right to join a trade union, stronger workplace-access rights for independent unions, changes to recognition processes and new rights and protections for trade union representatives. These reforms will be particularly relevant to larger employers and organisations operating in unionised or potentially unionising environments.
1 JANUARY 2027: UNFAIR DISMISSAL QUALIFYING PERIOD REDUCES
For dismissals from 1 January 2027, the ordinary unfair-dismissal qualifying period is expected to reduce to six months. The compensatory award cap is also due to be removed. Employers should therefore review probation, onboarding, performance management and early-service dismissal practices before the end of 2026.
JANUARY 2027: FIRE AND REHIRE PROTECTIONS
Stronger protections around dismissal and re-engagement are also scheduled for January 2027. Employers considering contractual change should expect greater scrutiny of business rationale, consultation, alternatives and process.
FURTHER CHANGES DURING 2027
Further measures are scheduled during 2027, including enhanced protections for pregnant employees and new mothers, mandatory gender equality and menopause action plans, bereavement leave including pregnancy loss, changes to collective redundancy rules, flexible-working reforms, regulation of umbrella companies, and new rights around guaranteed hours, shift notice and short-notice payments. Detailed timing for some of these measures is still subject to consultation and further regulations.
WHAT SHOULD EMPLOYERS DO NOW?
Start with a practical audit. Identify which policies, templates, manager practices and HR processes will be affected. Prioritise sexual-harassment prevention, dismissal and probation processes, evidence retention, union-awareness training and contractual-change procedures. Do not wait for the week before commencement to train managers or rewrite processes.
THE BOTTOM LINE
The biggest risk is not that employers have failed to memorise every new provision. It is that day-to-day management practices remain unchanged while the legal framework around them moves on. A structured HR readiness review now can prevent rushed changes later.
Need help preparing for the 2026–27 employment law changes? Book a free consultation with Karen Lewis Chartered FCIPD at The HFactor for a practical HR readiness review and implementation plan.
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