October brings several important changes to UK employment law, as more measures under the Employment Rights Act 2025 come into effect.

For employers, we know that keeping up with changing legislation can feel like another thing on an already busy to-do list. But understanding what is changing, and what it could mean for your business and your people, can make preparing for it much simpler.

To help, we've broken down some of the key employment law changes coming into effect this October.

Employment Tribunal time limits are changing

One of the first changes took effect on 1 October 2026.

The time limit for bringing most Employment Tribunal claims increased from three months to six months. This applies where the relevant workplace issue happens on or after 1 October.

The existing process of notifying ACAS before making an Employment Tribunal claim will remain in place.

For employers, this makes good record keeping even more important. Keeping clear and accurate records around performance, grievances, disciplinary matters and other employment decisions can help businesses manage workplace issues fairly and consistently.

It's also a good opportunity to check that managers understand your internal processes and know how workplace concerns should be recorded and handled.

Stronger protection against workplace harassment

From 30 October 2026, employers will have greater responsibilities when it comes to preventing sexual harassment at work.

Employers will be required to take "all reasonable steps" to prevent sexual harassment of their employees, strengthening the existing requirement to take reasonable steps.

New protections against harassment by third parties will also come into effect. This could include harassment by customers, clients, contractors or other people employees come into contact with as part of their work.

For businesses, now is a good time to look at existing policies, training and reporting procedures.

Employees should know what behaviour is expected at work, how they can raise a concern and where they can turn for support. Managers should also feel confident about what to do if an issue is reported to them.

Ultimately, clear processes and good communication can help create a workplace where people feel safe, respected and supported.

Changes to trade union rights

There are also changes to trade union rights coming into effect from 30 October 2026.

These include new workplace access rights for trade unions, alongside changes relating to trade union recognition and industrial action.

Not every organisation will be affected in the same way. However, employers with unionised workforces, or businesses that could be affected by the new rules, should take some time to understand what the changes mean for them.

And there's more to come

The October changes are part of a wider programme of employment law reform, so employers will need to keep an eye on further developments.

More changes are planned for 2027, covering areas including unfair dismissal, flexible working, bereavement leave, guaranteed hours and protections for pregnant women and new mothers.

One significant change is expected from 1 January 2027, when the qualifying period for ordinary unfair dismissal is due to reduce to six months. The statutory cap on compensation for successful ordinary unfair dismissal claims is also due to be removed.

With more changes on the way, staying informed and preparing early can help businesses avoid having to make changes at the last minute.

What can employers do now?

You don't necessarily need to overhaul everything overnight.

Instead, October is a good opportunity to take stock of your current policies and make sure your business is ready for the changes.

Some simple steps could include:

• Reviewing your workplace policies and procedures.
• Checking that employment records are clear and up to date.
• Reviewing your approach to preventing and reporting sexual harassment.
• Making sure managers understand their responsibilities.
• Checking whether the trade union changes could affect your organisation.
• Reviewing probation, disciplinary procedures and contracts ahead of the unfair dismissal changes.
• Keeping an eye on further employment law changes expected in 2027.

Most importantly, make sure your people know where they stand. Clear policies, open communication and well-informed managers can go a long way towards creating a positive working environment.

Supporting your workforce through change

Employment law is changing, but it's just one part of the bigger picture when it comes to managing your workforce.

Businesses are also navigating changing skills needs, recruitment challenges and plans for future growth. Having the right people in place can make adapting to change that little bit easier.

At Acorn by Synergie,we work closely with employers across the UK to understand their recruitment challenges and find workforce solutions that work for them.

Whether you're growing your team, planning ahead or simply need an extra pair of hands when demand increases, we're here to help.

Looking for recruitment support? Get in touch with your local Acorn by Synergie team to find out how we can support your business.