October 2026 Employment Law Changes: Small Employer Guide
If you run a small business in London, Kent or anywhere in the UK, October 2026 is a busy month for employment law. Several parts of the Employment Rights Act 2025 are now starting. Some apply to every employer, however small. Others only apply once you reach a certain size.
The good news? You don’t need a big HR team to get ready. In this guide we explain the main changes in plain English and give you a simple checklist you can work through in an afternoon.
1. Staff now have six months to bring a tribunal claim
Until now, most employment tribunal claims had to be brought within three months. From 1 October 2026, the time limit rises to six months for tribunal claims, including unfair dismissal and discrimination. The new limit applies where the event being complained about happened on or after 1 October 2026.
Here is how that works in practice. Law firm Lewis Silkin gives this example: if someone is dismissed on 15 October 2026, they would have until 14 April 2027 to claim, instead of 14 January 2027 under the old rules. That is before you add the Acas early conciliation period, which was already extended from six to 12 weeks in December 2025. Put together, a claim could arrive many months after the person has left.
What this means for you: keep clear notes of meetings, grievances, disciplinary action and contract changes. Make sure you keep HR records and emails long enough to cover the longer window, while still following data protection rules.
2. Stronger rules on harassment at work
A tougher duty on sexual harassment
Employers already had a duty to take “reasonable steps” to prevent sexual harassment at work. From 30 October 2026, that becomes “all reasonable steps”. It is a small change in wording, but it raises the bar.
The government has not yet published detailed guidance on exactly what “all reasonable steps” means. However, employment lawyers agree that a policy on its own is unlikely to be enough. Suggested steps include:
- carrying out a risk assessment for your workplace
- having a clear, up-to-date anti-harassment policy
- giving staff more than one way to report a problem
- training all staff, especially managers
- dealing with complaints quickly and fairly
Protecting staff from customers and clients too
Also from 30 October 2026, employers must take all reasonable steps to stop their workers being harassed by third parties. That means people like customers, clients, contractors and suppliers. This covers all forms of harassment, not only sexual harassment.
An everyday example: imagine a busy café in Maidstone with 12 staff. A regular customer keeps making rude, personal comments to a young waiter. In the past, the owner might have said “just ignore him”. From late October, the owner should have a plan: a clear notice that abuse of staff is not tolerated, a way for staff to report it, and a manager who steps in and asks the customer to leave if needed. Writing this down, and showing staff they will be backed up, is exactly the kind of step the new rules expect.
This change will matter most in customer-facing sectors such as hospitality, retail and healthcare, which are big employers across London and Kent.
3. New trade union access rights (21 or more workers)
From 30 October 2026, independent trade unions can ask to access workplaces, in person or online, to meet workers, recruit members and offer support. This applies to employers with 21 or more workers. If you have fewer than 21 workers, this part does not apply to you.
If a union makes a formal request, you have 15 working days to name a contact person and say whether you agree. If you disagree, you must give reasons. Disputes go to the Central Arbitration Committee, and repeated breaches can lead to penalties of up to £75,000, £150,000 and then £500,000.
What this means for you: if you are close to 21 workers, name someone now who will handle any request, so a letter doesn’t sit unanswered in an inbox.
4. What has been delayed
Not everything is starting this month. According to HR software provider Breathe, planned October 2026 changes to the tipping law have been delayed and sent back to consultation. The new duty to tell workers about their right to join a union has also been pushed back to 1 January 2027. It is still sensible to review your tipping policy now, as a version of these changes is likely to follow.
Your quick October checklist
- Diary the new six-month tribunal deadline and check how long you keep HR records.
- Update your harassment policy to cover customers, clients and suppliers.
- Do a simple risk assessment: where and when could staff face harassment?
- Give staff at least two ways to report a problem.
- Book short training for managers and staff.
- If you have 21 or more workers, choose a contact person for union access requests.
Small steps now can save a lot of stress, time and money later. Well-trained staff and fair, clear processes also help you keep good people, which is just as important as hiring them.
Need help with hiring or staff training?
At Skillman Global, we help small and growing employers in London, Kent and across the UK find the right people and train their teams. If you’d like support with recruitment, or practical training for your managers and staff, we’d love to hear from you.
Hiring? Visit our employer recruitment page: https://skillmanglobal.com/
Staff training: https://skillmanglobal.com/
Or simply get in touch: https://skillmanglobal.com/
This article is general information, not legal advice. For advice on your own situation, speak to a qualified employment adviser or contact Acas.
Sources
- Breathe – October 2026 UK employment law changes: what SMEs need to do now (updated 5 Oct 2026)
- Lewis Silkin – Longer time limits for bringing tribunal claims from October (24 Sep 2026)
- Thorntons – Employment Rights Act 2025: all reasonable steps and third-party harassment, October 2026 (27 Aug 2026)
- Lewis Silkin – Trade union access rights to the workplace (21 Sep 2026)
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