Some important changes in employment law come into effect this month. We take a brief look.
On 1 October, the time limit for employees to bring most types of claims in employment tribunals increases from three months to six months. This applies to claims relating to any incident (like dismissal or an act of discrimination), that takes place on or after 1 October 2026.
On 30 October, the existing duty on employers to prevent sexual harassment will be strengthened by requiring firms to take all reasonable steps to prevent sexual harassment. Certainly, employers will be expected to beef-up policies and reporting procedures and improve training. Steps will be needed whenever they are proportionate and there is evidence showing they will be effective in preventing workplace sexual harassment.
Also, on that day, new third-party harassment provisions come into effect in relation to all relevant protected characteristics, including race, sex or disability. That means, controversially, firms being made liable to staff for some acts of completely independent third parties, like customers and clients.
On 30 October, too, various trade union law reforms come into force: right to request access to workplaces; a new right to complain to an employment tribunal that the employer has failed to provide them with facilities; time off for union equality representatives; and changes to the statutory trade union recognition process. There will also be improved protection against detriment for taking industrial action.
Of these, possibly the most important is the right that trade unions now have to enter the workplace. We will return to this important topic in a later newsletter to spell out what we think the implications will be for employers who might not want unions gaining access to their premises. And training to prevent all forms of harassment in the workplace is now more important than ever.
How 3CS can help
Our expert employment solicitors can provide advice and guidance in dealing with the changes to employment law. We can also assist with training.
For advice or guidance in respect of the new rules, please get in touch.
