Is Your Business Ready for the Latest Employment Law Changes?

October 2026 has brought a number of significant employment law changes, with further reforms expected throughout 2027. Together, these developments place greater obligations on employers and increase the importance of having effective policies, procedures and management practices in place.

Below, we look at some of the key changes employers should be aware of.

Third-Party Harassment: Greater Employer Responsibility

Employers can now be held liable where employees are harassed by third parties while carrying out their work. This could include customers, clients, contractors, suppliers or members of the public.

The protection covers harassment related to age, disability, gender reassignment, race, religion or belief, sex and sexual orientation.

To reduce the risk of claims, employers should review whether they have appropriate policies, reporting procedures, staff training and risk assessments in place. The focus of the legislation is on prevention, meaning employers will need to demonstrate that they have taken all reasonable steps to protect employees.

Stronger Duty to Prevent Sexual Harassment

The legal duty on employers has also been strengthened in relation to sexual harassment.

Employers must now show they have taken all reasonable steps to prevent sexual harassment in the workplace. This moves beyond simply having a policy in place and places greater emphasis on the actions employers take to identify and address risks.

A useful starting point is to review existing policies, training programmes and reporting procedures to ensure they remain effective and up to date.

Increased Trade Union Access Rights

Trade unions have been given greater rights to seek access to workplaces for recruitment and organising purposes.

Whilst the practical impact will vary between organisations, employers should ensure managers understand the new requirements and know how to respond appropriately to any requests.

Longer Time Limits for Employment Claims

The time limit for bringing many Employment Tribunal claims has increased from three months to six months.

This gives employees a longer period in which to bring claims and means employers may need to retain records and documentation for longer. Consistent record keeping and clear decision-making processes are likely to become even more important.

Further Changes Expected in 2027

Additional reforms are anticipated next year, including:

• The right to bring claims of unfair dismissal after 6 months service
• Restrictions on the use of fire and rehire practices.
• Greater protections for zero-hours and low-hours workers, including requirements to offer contracts that better reflect regular working patterns.

Whilst the detail of some reforms is still being developed, employers may benefit from reviewing their recruitment, probation and workforce management processes now.

Preparing for Change

Employment law is evolving rapidly, and many of the recent changes place a greater emphasis on prevention rather than reacting to issues after they arise.

For employers, this is a good opportunity to review workplace policies, staff training, employee handbooks and internal procedures to ensure they remain fit for purpose. Businesses should also consider whether they have access to the HR and employment law expertise needed to navigate these changes effectively as further reforms are introduced.

For organisations that require ongoing support, services such as Chattertons' HR Support Service for Employers can help provide guidance on day-to-day HR issues, legislative developments, policy reviews and employee relations matters as the employment law landscape continues to evolve.

To find out more about our HR Support Service for Employers, click here.

Contact us

If you need advice regarding this, or any other Employment Law matter, please do not hesitate to contact a member of our Employment Law Team or make an enquiry here.