Employment Rights Act: Key changes taking effect from October 2026

One of the biggest changes for employers takes effect on 30 October 2026, when the duty to prevent sexual harassment in the workplace is strengthened. Employers will be required to take all reasonable steps to prevent sexual harassment, rather than simply reasonable steps. This means employers will need to take a more proactive approach by reviewing policies, providing regular training and making sure they are doing everything reasonably possible to prevent harassment.

From the same date, employers will also become liable for harassment of their employees by third parties, such as customers, clients and contractors. This means businesses will need to think not only about how they deal with issues within their own workforce, but also how they respond to inappropriate behaviour from people outside the organisation.

A number of trade union reforms are also due to come into force on 30 October 2026. Employers will be required to inform employees of their right to join a trade union. Trade unions will gain new rights of access to workplaces, and there will also be further rights for union representatives and additional protections for employees taking industrial action.

There are also some further changes expected over the coming months, although these have not yet been formally confirmed. These include increasing the time limit for bringing most Employment Tribunal claims from three months to six months, which is currently due to take effect from 1 October 2026.

The Government has also said that it intends to introduce further changes from January 2027, including reducing the qualifying period for ordinary unfair dismissal claims to six months and making changes to unfair dismissal compensation.

Employers should be thinking now about whether their policies, procedures and training need updating.

If you would like to discuss how these changes may affect your business, or arrange employment law training for your managers or HR team, please get in touch.

*This article is a general summary of the law. It should not replace legal advice tailored to your specific circumstances.