OCTOBER IS CLOSER THAN YOU THINK

The Employment Law Changes You Can't Ignore

The Department for Business & Trade has now published an updated implementation timeline for key provisions of the Employment Rights Act 2025.

The latest update confirms that 30 October 2026 will see the introduction of several significant changes, including:

• The duty on employers to take all reasonable steps to prevent sexual harassment.

• New employer liability for the harassment of staff by third parties.

• A duty to inform workers of their right to join a trade union.

• The new union right of access to workplaces.

• Further trade union reforms, including freezing the bargaining unit once a recognition application has been made, enhanced rights for union representatives, and protection from detriment for employees taking industrial action.

And that's not all. From 1 October 2026, the time limit for bringing most Employment Tribunal claims is expected to double from three months to six months, giving employees a longer window in which to bring claims and potentially increasing the number of claims employers may face.

Although October 2026 may still seem some way off, these reforms will require many organisations to review their policies, procedures and management practices well in advance.

If you'd like to understand what these changes could mean for your organisation, speak to a member of our team. We can help you assess the impact, identify any changes you may need to make, and ensure you're well prepared before the new requirements come into force.