A number of changes to employment rights are coming into force over the next few months, with further changes planned for 2027.
The changes form part of the Employment Rights Act 2025 and are being introduced in stages. Here are some of the key changes that may be relevant to IPA members as employees.
October 2026: more time to make an Employment Tribunal claim
From 1 October 2026, the time limit for bringing most claims to an Employment Tribunal will increase from three months to six months.
This gives employees more time to consider their position, try to resolve a dispute with their employer or use Acas Early Conciliation before making a claim.
The process itself is not changing, and employees will still need to notify Acas within the relevant time limit if they intend to bring a claim.
The new six-month limit will generally apply to issues arising on or after 1 October 2026.
October 2026: stronger protection against sexual harassment
From 30 October 2026, employers will have a stronger legal duty to prevent sexual harassment in the workplace.
Employers will be required to take “all reasonable steps” to prevent sexual harassment of their employees.
The changes will also introduce protection relating to harassment by third parties, such as customers or clients.
For employees, this means employers will have greater responsibility for creating a workplace where sexual harassment is prevented and dealt with appropriately.
October 2026: changes to trade union rights
There are also changes coming into force on 30 October 2026 affecting trade unions and their members.
One of the changes is a new legal framework giving independent trade unions rights to request access to workplaces to communicate and engage with workers. Access may be physical, digital or both, and arrangements are subject to a statutory framework. There are specific rules and exemptions, so the new right does not simply mean that a union can enter any workplace without agreement or conditions.
Employers will also have a new duty to inform workers of their right to join a trade union.
For employees, the changes are intended to make it easier to access information about trade unions and their rights to join and participate in trade union activities.
There are also further changes affecting trade union recognition, workplace representatives and industrial relations.
January 2027: unfair dismissal protection after six months
One of the most significant changes for employees will come into effect on 1 January 2027.
The qualifying period for protection against ordinary unfair dismissal will be reduced from two years to six months.
This means that, subject to the existing rules and exceptions, employees will generally gain the right to claim unfair dismissal after six months’ continuous employment rather than having to wait two years.
The qualifying period for an employee’s right to request written reasons for their dismissal will also reduce from two years to six months.
The change applies to dismissals with an effective date of termination on or after 1 January 2027.
What does this mean for IPA members?
For employees, the key dates to remember are:
1 October 2026
The time limit for most Employment Tribunal claims increases from three months to six months.
30 October 2026
New trade union rights come into force, including workplace access provisions and a duty on employers to inform workers of their right to join a trade union. Stronger protection against sexual harassment also comes into force.
1 January 2027
The qualifying period for ordinary unfair dismissal protection reduces from two years to six months.
These are just some of the changes being introduced under the Employment Rights Act 2025. Further employment rights reforms are scheduled during 2027, so the legal landscape will continue to develop.
IPA members should keep an eye on further updates and, where necessary, seek appropriate advice about how the changes apply to their individual circumstances.
This article provides a general overview of forthcoming changes to UK employment law and is not intended to provide legal advice.
