If employment law changes have been sitting on your “I’ll deal with that later” list, later is getting pretty close.
October 2026 brings another round of Employment Rights changes, followed by some big ones in January 2027.
No legal jargon. Here’s what employers actually need to know.
October 2026: What’s changing?
For workplace issues arising on or after 1 October 2026, the time limit for bringing most Employment Tribunal claims will increase from three months to six months.
Issues arising before 1 October will generally remain subject to the existing time limits. For employers, good record-keeping just became even more important. Conversations from months ago could matter, so document the things that matter while they’re still fresh.
From 30 October, employers will need to take “all reasonable steps” to prevent sexual harassment. Employers will also have a new duty not to permit employees to be harassed by third parties, such as customers and clients, where they have failed to take all reasonable steps to prevent it.
Having a policy alone won’t cut it. Think training, reporting routes, risk assessments and managers who know what to do when something happens.
Workers will need to be informed about their right to join a trade union, alongside new workplace access rights for unions.
Even if you don’t currently recognise a union, this is one to have on your radar.
By the end of 2026, businesses that distribute tips or service charges will face stronger requirements around consulting workers and reviewing their tipping policies.
Hospitality businesses, this one’s for you.
January 2027: The BIG change
From 1 January 2027, employees will qualify for ordinary unfair dismissal protection after just six months, rather than two years. The change will apply to dismissals taking place on or after 1 January 2027, including where an existing employee already has at least six months’ service.
And this is where employers really need to prepare.
Your probation process needs to actually work. Expectations should be clear from day one, feedback should happen regularly and performance concerns shouldn’t suddenly appear at the final probation meeting.
If your probation period is currently six months, now is a very good time to review how it works.
The statutory cap on compensatory awards for unfair dismissal is also being removed, making a fair and well-documented process even more important.
From January, new restrictions will make dismissals automatically unfair in certain circumstances where dismissal is used to impose particular contractual changes.
The takeaway? Consult early. Communicate properly. Explore your options before making decisions.
So, what should employers do now?
You don’t need to rewrite your entire HR handbook tomorrow.
But you should start looking at your:
The businesses that start preparing now will have a much easier time than the ones trying to sort everything out on 31 December.
And if you’re looking at that list thinking “Where do we even start?”, that’s where we come in.
Healthy HR can help you understand what’s changing, what actually affects your business and what you need to do about it.
Got a people puzzle to solve? Let’s work it out together. Book a call with us.
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