October 2026 marks a significant milestone in the implementation of the Employment Rights Act 2025. A package of reforms will come into force that strengthens protections against harassment, extends the time employees have to bring tribunal claims, and expands trade union rights. These changes build on earlier measures and form part of the government’s wider “Plan to Make Work Pay.”
For employers of all sizes, the reforms increase legal expectations and the window of risk. Acting now to review policies, training, and workplace practices will help you stay compliant and create a safer, more respectful culture.
Key Changes Taking Effect in October 2026
1. Employment Tribunal time limits (from 1 October 2026)
The time limit for bringing most claims to an Employment Tribunal will rise from three months to six months. (For breach of contract claims in Scotland the change takes effect on 9 November 2026.)
This doubles the period in which a dispute can become a formal claim. Employers will need tighter processes for handling grievances, disciplinary matters, and workplace issues so that potential problems are identified and resolved earlier.
2. Stronger duty to prevent sexual harassment (from 30 October 2026)
Employers must take “all reasonable steps” to prevent sexual harassment of their workers: a higher standard than the current duty to take “reasonable steps.”
Failure to meet this duty can lead to an uplift of up to 25% on compensation awarded in related claims. The government has the power to introduce regulations that set out what “all reasonable steps” looks like in practice (these are expected later).
3. Liability for third-party harassment (from 30 October 2026)
Employers will be obliged not to permit harassment of their employees by third parties such as customers, clients, suppliers, or members of the public. The same “all reasonable steps” defence will apply.
This is particularly relevant for public-facing roles in retail, hospitality, care, construction, and similar sectors.
4. Trade union measures (from 30 October 2026)
A range of reforms will take effect, including:
- A new duty on employers to inform workers of their right to join a trade union (usually at the same time as providing the written statement of employment particulars, and at other prescribed times).
- Strengthened rights of access for independent trade unions to workplaces (in person or virtually).
- New rights and protections for trade union representatives, including reasonable facilities and time off.
- Extended protections against detriment for taking industrial action.
- Further reforms to the recognition and derecognition process.
Other measures expected around the same period include regulations for a Fair Pay Agreement Adult Social Care Negotiating Body in England and the reinstatement of the two-tier code for public-sector outsourcing.
These changes sit alongside earlier 2026 reforms (such as the Fair Work Agency and electronic balloting) and ahead of major unfair-dismissal reforms scheduled for January 2027.
What This Means for Your Organisation
The combination of a longer tribunal window and higher harassment prevention standards means employers face greater exposure if policies are out of date, training is incomplete, or complaints are poorly handled. Tribunals and the new Fair Work Agency will expect evidence of proactive steps; not just reactive responses.
Practical priorities for most businesses include:
- Reviewing and updating anti-harassment, dignity at work, and equality policies.
- Ensuring managers and staff understand the higher prevention standard and third-party risks.
- Checking that disciplinary and grievance procedures are robust and consistently applied.
- Preparing for the new duty to inform staff about trade-union rights.
- Documenting the steps you take so you can demonstrate compliance if challenged.
How Safety Services Direct Can Support You
We can help you prepare practical, compliant arrangements.
Speak with our HR Advice Line & Support team
Our dedicated advisors can help you identify any gaps in your current policies, procedures, and training. You’ll receive tailored guidance based on your sector, size, and specific risks so you can prioritise the right actions before the October deadlines.
Enrol your team on relevant HR Training Courses
We recommend the following courses to build awareness and give managers the skills they need:
- Sexual Harassment Awareness
- Respect in the Workplace Training
- Bullying & Harassment Training
- Code of Conduct Training
- Disciplinary & Grievance Procedures Training
These courses help embed the behaviours and processes required under the strengthened harassment duties and support consistent handling of workplace issues.
Policy reviews and updates
Our team will work with you to ensure your policies are up to date. Your HR Advisor at Safety Services Direct can assist with this, helping you align documentation with the new “all reasonable steps” requirement and third-party harassment obligations.
Whether you need a full policy audit, targeted training for managers, or ongoing access to expert advice, Safety Services Direct is ready to support you. Getting these foundations in place now will reduce risk, demonstrate good practice, and help you create a workplace that is both compliant and respectful.
Ready to take the next step?
Contact our HR Advice Line & Support team or explore our HR training courses to start preparing for the October 2026 changes with confidence.
