The Employment Rights Act 2025 continues to bring significant changes to UK employment law, with a further package of reforms coming into force from October 2026.

With these changes approaching, now is a great time to take a step back and review your workplace policies, procedures and approach to managing employees.

There is no need to wait until the changes come into effect. By taking some practical steps now, you can help ensure your managers and employees are ready for what’s ahead.

Below, we look at specifically what those upcoming changes look like and how we can help at Advo.

Tribunal Claim Time Limits Extended

From October 2026, the time limit for bringing most employment tribunal claims will increase from three months less one day to six months.

This is an important change for employers, as potential claims may remain live for considerably longer. It also means that relevant documentation and evidence may need to be retained for longer periods.

Now is a good opportunity to consider whether your current record-keeping arrangements are effective and whether managers understand the importance of keeping clear and accurate records.

Changes to Sexual Harassment Legislation

From 30 October 2026, employers will be required to take all reasonable steps to prevent sexual harassment of their employees. This strengthens the existing preventative duty, which currently requires employers to take reasonable steps.

There will also be a new obligation relating to harassment by third parties. This could include customers, clients or anyone else employees may encounter through their work.

Importantly, this protection applies more broadly to harassment generally, rather than being limited to sexual harassment.

Keeping Employees Informed About Trade Union Rights

From 30 October 2026, a further package of trade union reforms will also come into force.

These changes include a new duty on employers to inform workers of their right to join a trade union, changes to trade union access, and additional rights and protections for trade union representatives.

Employers should take this opportunity to review their current arrangements for dealing with trade unions and make sure managers understand their responsibilities and obligations.

Big changes to Unfair Dismissal Protection

Looking a little further ahead, one of the biggest changes employers should be preparing for is the reduction in the qualifying period for an ordinary unfair dismissal claim.

From 1 January 2027, the qualifying period is set to reduce from two years’ service to six months.

This means that employees who have completed six months’ service will gain protection against ordinary unfair dismissal.

It is also important to remember that an employee does not need to have successfully completed their probationary period before reaching six months’ service. Once they reach the relevant six-month service point, they may have unfair dismissal protection, regardless of whether their probation has formally been confirmed as passed.

This makes effective management during the first six months of employment more important than ever.

To help prepare for this, there are a few simple but important steps you can take now:

• Review your probation process and consider whether your probation periods are structured appropriately and whether they give managers enough opportunity to identify and address concerns early.

• Review your harassment policies and procedures
  • Make sure your Harassment and Dignity at Work Policy is up to date and reflects the latest requirements.
  • Just as importantly, make sure employees know what the policy means in practice and how they can raise concerns- policies are only effective when people understand them
  • Ensure your managers and employees have received appropriate training and that managers feel confident responding to concerns or allegations of harassment.

• Keep your records in order -With tribunal claims potentially remaining live for longer, good record-keeping is increasingly important – Clear and accurate records can help demonstrate the steps you have taken, the decisions you have made and how concerns have been managed.

At Advo – We’re Here to Help

There is a lot happening in employment law, and keeping up with every change can sometimes feel like a challenge.

The good news is that you don’t have to navigate these changes alone.

If you would like more information, guidance or support, speak to your dedicated HR Consultant at Advo. We can help you understand what these changes mean for your organisation and, most importantly, support you in taking the practical steps needed to prepare.

Article written by Kim Brunger, HR Consultant