Changes Effective 1 October 2026
Extended Tribunal Limits: Time limits to bring most Employment Tribunal claims increase from three months to six months for events occurring on or after this date.
Changes Effective 30 October 2026
Sexual Harassment Policy – changes required
- Sexual Harassment Duty: The legal duty for employers to prevent sexual harassment shifts from taking “reasonable steps” to taking “all reasonable steps”.
- Third-Party Harassment: A new specific obligation is introduced preventing the harassment of employees by third parties (such as customers or clients).
Contract of Employment – changes required
- Trade Union Statements: Employers must provide workers with a written statement informing them of their statutory right to join a trade union.
We are currently awaiting compliant wording – but as soon as we have it, we will let you know so you can insert this to your contracts
- Workplace Access: Trade unions gain strengthened rights of physical and digital access to workplaces (exempting firms with fewer than 21 employees).
- Industrial Action Protections: Workers taking lawful industrial action receive extended protections against detriment.
- Union Representatives: New rights, facilities, and paid time off are granted to trade union equality and workplace representatives.
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