A quick roundup of the key employment law changes this month and what they could mean for your business.
1. Right-to-work checks expand
More workers may now need checks. From 1 October 2026, the right-to-work regime covers a wider range of working arrangements, including workers, casual and temporary workers and some individual contractors. If your business uses agency staff, contractors or supply chains, review who carries out checks, what evidence is kept and whether your onboarding process still reflects the new position.
How I can help: review your recruitment and onboarding approach, sense-check responsibilities and help you put a clear, practical checking process in place.
2. Tribunal time limits increase
Claims may now be brought later. For most Employment Tribunal claims, the time limit increases from three months to six months for claims where the clock starts on or after 1 October 2026. That makes clear records, early action and consistent communication even more important, as decisions may be challenged much later than before.
How I can help: support you with early advice, good records and clear handling of employee issues so concerns are dealt with before they escalate.
3. Harassment duty strengthens
Policies alone are unlikely to be enough. From 30 October 2026, employers will need to show they have taken all reasonable steps to prevent sexual harassment. That means looking at training, reporting routes, manager confidence and the risks created by customers, clients and other third parties.
How I can help: help you review policies, brief managers and respond confidently when concerns are raised by employees or third parties.
4. Trade union date change
Check your implementation dates. Some union reforms remain due on 30 October 2026, but the specific duty to inform workers of their right to join a trade union has moved to 1 January 2027. If you have been working from an older timetable, it is worth reviewing your plans and updating any communications.
How I can help: sense-check your plans, update communications and guide you through any employee relations questions that arise.
Let's work together
If any of these changes affect your business, I can help you talk them through early, coach managers and support employees before issues escalate. Support is available ad hoc or through a retainer. Call or email early, before issues escalate.
Written by Kristy West, Chartered MCIPD
Founder of Alika & Co Bespoke HR Solutions. 20+ years of HR experience across private, public and charitable organisations. This article is general information, not advice on your specific situation. For that, get in touch.