Preparing for the Changes Ahead
The next 18 months will bring some of the biggest employment law changes seen in years. While the headlines often focus on employee rights, the reality is that employers will face increased responsibilities, greater legal risks and a stronger need for robust HR processes.
From October 2026, businesses will be expected to take stronger action to prevent workplace harassment, comply with new employee information requirements around trade union rights and prepare for longer tribunal claim windows. January 2027 will then see unfair dismissal protections expanded significantly. For employers, now is the time to review policies, train managers and ensure your organisation is prepared.
Need help preparing? Get in touch with Safetymen to discuss your HR requirements, or click the link below to discover more about our HR consultancy services.
October 2026: More Responsibility for Employers
Stronger Duty to Prevent Sexual Harassment
Employers are already required to take reasonable steps to prevent sexual harassment in the workplace. From October 2026, that requirement becomes “all reasonable steps”, raising the bar on what organisations are expected to do. This means employers should be able to demonstrate that they have:
• Clear policies and procedures
• Regular staff training
• Manager awareness and guidance
• Effective reporting mechanisms
• Ongoing reviews of workplace risks
Simply having a policy on file may no longer be sufficient.
Third-Party Harassment Liability
Another important change is the introduction of employer liability for third-party harassment. This includes harassment carried out by customers, clients, visitors or members of the public.
For organisations with customer-facing staff, this is a significant development. Harassment does not only happen in the office. It can occur at client sites, conferences, exhibitions, retail environments and during business travel. Employers will need to consider how they protect employees in all work-related settings, not just within their own premises.
This means businesses should review their existing policies and procedures to ensure they clearly address third-party harassment. Managers and employees should also understand how to report concerns and what action will be taken when an incident occurs.
Tribunal Claim Time Limits Double
Employees will also have longer to bring employment tribunal claims, with time limits increasing from three months to six months. As a result, accurate record keeping, well-managed investigations and consistent HR processes will become even more important should a dispute arise months after an event has occurred.
Trade Union Rights and Employer Obligations
October 2026 will also introduce new requirements relating to trade union rights. Employers will be required to provide employees with a statement informing them of their right to join a trade union.
In addition, qualifying trade unions with an independent certificate will gain workplace access rights, although these rights will only apply to workplaces that are not also used as dwellings.
Although this change may not affect every organisation in the same way, employers should review their onboarding processes, employment documentation and internal communications to ensure they are ready to meet the new requirements. Taking action now can help avoid compliance issues when the legislation comes into force.
January 2027: Increased Unfair Dismissal Risk
The End of “Fire and Rehire”
The Government plans to restrict the use of so-called “fire and rehire” practices, where employees are dismissed and re-engaged on new terms and conditions. In most circumstances, this will become automatically unfair unless exceptional financial circumstances apply.
This places greater emphasis on consultation, communication and employee engagement when organisational changes are necessary.
Unfair Dismissal Protection After Just Six Months
One of the most significant changes for employers is the reduction of the qualifying period for unfair dismissal claims from two years to just six months.
This means employees will gain employment protections much earlier, leaving less room for employers to address performance or conduct concerns informally.
Alongside this change, the current compensation cap for unfair dismissal claims will also be removed, potentially increasing the financial cost of getting employment decisions wrong.
What Should Employers Be Doing Now?
With increased scrutiny and greater legal exposure on the horizon, businesses should start preparing now rather than waiting for the changes to take effect. This means reviewing employment policies and employee handbooks to ensure they remain up to date, updating harassment and dignity at work procedures, and providing managers with the training they need to handle employee concerns confidently and consistently.
Employers should also assess any risks associated with customer-facing roles, strengthen their probation and performance management processes, and make sure HR records, investigations and employee documentation are accurate, thorough and easy to access if needed. Organisations that take a proactive approach now will be better placed to reduce risk, maintain compliance and adapt smoothly when the new legislation comes into force.
How Safetymen Can Help
At Safetymen, we can assist your organisation with staying ahead of changing employment law through practical HR support and training solutions.
Our services include:
✓ Sexual Harassment Awareness Training
✓ Management and Leadership Training
✓ HR Consultancy Services
✓ Workplace Investigation Support
✓ Policy Reviews and Updates
✓ Employment Law Guidance
Whether you need help reviewing policies, training managers or preparing for the upcoming changes, our team can provide tailored support designed to protect your business and your people.
Don't Wait Until The Deadline
October 2026 and January 2027 might seem some way off, but the best time to prepare is now.
By taking action early, employers can reduce risk, strengthen workplace culture and confidently navigate the biggest employment law reforms in recent years.
Contact Safetymen today to discuss how our HR consultancy and workplace training services can help your organisation get ready for the changes ahead.
Call us on 01255 863125
Email us: info@safetymen.co.uk