Several employment law changes are approaching that businesses need to understand. The first arrives on 1 October 2026, when the normal period in which an employee can bring a claim to an Employment Tribunal increases from three months to six months.
The change has a practical consequence for employers. Employment records relating to disputes, disciplinary action and other workplace issues may remain important for longer, making accurate record keeping increasingly valuable.
Further changes follow on 30 October when employers will be required to take “all reasonable steps” to prevent sexual harassment of employees. They will also have an obligation not to permit employees to be harassed by third parties.
The changes form part of the continuing implementation of the Employment Rights Act 2025, with further measures following during 2027.
For businesses, preparation should involve more than updating the staff handbook.
Consider whether managers understand how to recognise and respond to inappropriate behaviour. Review how employees can raise concerns and whether complaints are recorded and investigated properly. Businesses dealing directly with customers, contractors and other third parties should also consider situations in which their employees could experience inappropriate behaviour from people outside the organisation. Training may be appropriate, particularly for managers and supervisors.
Employment law is continuing to change, and businesses do not need to become experts in every new provision. They do, however, need procedures that reflect their responsibilities. A useful starting point is therefore to review employment policies, management training and record-keeping arrangements before the October changes take effect.
About this article
Imported from a third-party tax news feed and reviewed by the practice before publication. General guidance only - not personal advice.