Employment Updates October 2026

14th October 2026

Employment law, Newbury, Berkshire.
  • The Employment Rights Act 2025 (Commencement No. 5 and Transitional Provisions) (Amendment) Regulations 2026 brought the new six-month time limit for most Employment Tribunal claims into force on 1st October 2026. The usual limit was previously three months. Starting Acas early conciliation can pause the time limit. Some claims have shorter deadlines, including a seven-day limit for certain applications made soon after dismissal. Employers should update standard letters and keep employment records for longer. 
  • The Government published its response on flexible working on 15th  September 2026. Before rejecting a legal request, an employer must meet the employee and discuss whether another arrangement could work. If the employer still says no, its written decision must give the business reason and explain why the refusal is reasonable. The Government plans to bring the new test into force in autumn 2027, with updated Acas guidance. Employers can prepare by training managers and keeping clear evidence for each decision.
  • The Government also published its response on bereavement leave on 22nd September 2026. From April 2027, eligible employees will have a day-one right to up to two weeks of unpaid leave. The right will cover pregnancy loss before 24 weeks. Employees can use the leave within 56 weeks of the death or loss.
  • The Keep Britain Working review update was also published on 22nd September 2026. It proposed earlier talks about health at work and written plans to help people stay in work or return after sickness. It also called for quicker workplace changes and one person to oversee more complex cases.
  • On 24th September 2026, the Government confirmed how employers should tell workers about their right to join a trade union. New workers will receive a standard statement with their written employment details. Existing workers must be able to find the statement easily. The Government plans to bring the duty into force on 1st January 2027.
  • Government guidance published in September also prepared employers for changes due on 30th October 2026. The changes include a stronger duty to prevent sexual harassment at work and protection against harassment by customers or other third parties. Employers should update policies and assess risks before the new duties start.
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