Five October 2026 Employment Law Changes You Cannot Ignore

Keeping up with employment law can feel like a job in itself. October 2026 brings

several important changes to UK employment law. For small businesses,

understanding the practical impact and updating processes, before the new rules take effect, will be key to remaining compliant and competitive. This blog provides a straightforward guide to what is changing and what your business can do to prepare.

Right to Work checks will reach beyond employees

From 1st October 2026, Right to Work check responsibilities will extend further into the supply chain. If your business engages contractors, sole traders, freelancers or sub contractors you may face extended liability. The key point is that it will no longer be enough simply to check the right to work of people employed directly by your business.

What to do: review your supply-chain contracts and due-diligence processes to ensure appropriate Right to Work checks are being carried out and that evidence of compliance is obtained and retained.

Right to Work checks must be fair and consistent

Right to Work checks should be a standard part of recruitment and onboarding for everyone. Employers should not make assumptions based on nationality, race, accent, name, appearance or perceived immigration status.

What to do: use one documented process for all recruits and follow up checks, and train hiring managers to avoid selective or intrusive questioning.

Tribunal claim deadlines will double

From 1st October 2026, the time limit for most employment tribunal claims increases from three months to six months. Disputes may therefore remain live for longer, making prompt and accurate documentation even more important.

What to do: retain clear records of disciplinary, grievance, absence, performance and reasonable-adjustment matters. Managers should record the reasons for important decisions while events are still fresh.

Employers must take “all reasonable steps” to prevent sexual harassment, including from third parties

From 30th October 2026, employers must take “all reasonable steps” to prevent sexual harassment. A policy alone is unlikely to be sufficient; employers need to show proactive prevention to mitigate risks; including those involving third partiers such as customers, clients or contractors..

What to do: write and review your sexual harassment risk assessment and policy, provide practical training, give employees safe reporting routes, train and prepare managers to respond, and monitor and measure whether your actions are working through feedback mechanisms.

Trade union rights are expanding

Also from 30th October 2026, employers will need to inform workers of their right to join a trade union, even if there is no union recognised or active within the workplace. Trade unions will gain stronger workplace access rights for those employers with more than 20 employees, while representatives receive additional rights and protections.

What to do: review contracts, written statements, onboarding materials and staff communications so the new information requirement can be incorporated into your processes once final guidance is confirmed from the Government.

Your October 2026 readiness checklist

In summary to prepare for these changes take some time to:

• Review agency and supplier contracts, responsibilities and audit right to work evidence and liability.

• Standardise recruitment checks to reduce discrimination risk.

• Strengthen HR record keeping for the longer tribunal deadline.

• Review and update sexual harassment risk assessment, policies, training and feedback measures.

• Prepare employee communications about trade union rights and update induction processes and workflows

• Check that your handbook, onboarding documents and policies are current and reflect these changes.

If you need any further advice or support with these changes, please contact annette@hbhrs.co.uk or call me on 07748 713936