Ready for the October employment law changes?
Several employment law changes are approaching, so businesses need to understand them now. The first arrives on 1 October 2026. From that date, the normal period for bringing an Employment Tribunal claim doubles. It increases from three months to six months.
Why record keeping matters more
This change carries a practical consequence for employers. Records relating to disputes, disciplinary action and wider workplace issues stay relevant for longer. Consequently, accurate and well-organised record keeping becomes increasingly valuable.
In practice, employers should review how they store and retain:
- disciplinary and grievance documentation
- notes from investigations and formal meetings
- performance management records
- absence and return-to-work discussions
- correspondence relating to complaints or concerns
New harassment duties from 30 October
Further changes follow on 30 October 2026. From then, employers must take “all reasonable steps” to prevent sexual harassment of employees. Additionally, they must not permit employees to be harassed by third parties.
These measures form part of the continuing implementation of the Employment Rights Act 2025. Moreover, further provisions will follow during 2027.
Preparation goes beyond the handbook
Ready for the October employment law changes? Updating the staff handbook alone will not be enough.
Instead, consider whether your managers recognise inappropriate behaviour confidently. Then review how employees raise concerns. Check that your business records and investigates complaints properly.
Businesses dealing directly with customers, contractors and suppliers face particular risk. Therefore, think carefully about situations where employees could face poor behaviour from outsiders. Training often helps here, especially for managers and supervisors.
A sensible starting point
Employment law keeps evolving, but you do not need to master every new provision. However, you do need procedures that genuinely reflect your responsibilities.
Ready for the October employment law changes? Start by reviewing your employment policies, management training and record-keeping arrangements. Acting now leaves time to fix any gaps.
Talk to us
Please get in touch with our team if you would like help reviewing your policies, procedures or training ahead of October. We would be delighted to support you.
