The dates below are currently expected but remain subject to parliamentary approval and could change.
From 1 October 2026
Longer time limits for employment claims
Employees will have six months, rather than three, to bring most Employment Tribunal claims. This could increase the number of claims employers face and may mean employment records need to be retained for longer.
Right to work checks go more digital
Changes to the Right to Work process will include:
- Employers that use digital verification services will need to use a certified and registered provider to obtain a statutory excuse.
- Greater flexibility around the evidence that can be used for digital checks.
- The ability to use digital services for ongoing Right to Work monitoring where required.
Employers should review any digital verification providers they use to ensure they meet the new requirements.
From 30 October 2026
New trade union rights
Independent trade unions will gain greater access to workplaces and workers, both in person and online. Additional reforms will strengthen protections for union representatives and workers involved in industrial action.
Stronger harassment duties
Employers will be required to take all reasonable steps to prevent sexual harassment and may also be held responsible for harassment by customers, visitors, contractors or other third parties where adequate preventative measures are not in place.
From 1 January 2027
Earlier unfair dismissal protection
The qualifying period for ordinary unfair dismissal claims is expected to reduce from two years to six months.
Other changes include:
- The right to request written reasons for dismissal becoming available after six months' service.
- The removal of the current cap on compensatory awards for unfair dismissal.
For employers, this will place greater emphasis on following fair, well-documented procedures, even when dealing with relatively new employees.
What should employers do now?
While the reforms are not yet final, organisations should consider reviewing:
- Recruitment and Right to Work processes
- Harassment and workplace conduct policies
- Disciplinary and dismissal procedures
- Employee relations and trade union engagement plans
- Record-keeping practices.
Preparing early can help reduce compliance risks and ensure your business is ready when the changes take effect.
