October 2026 Employment Law Reforms. What Employers Need to Know Another wave of legal changes is coming; here’s how to prepare:
Big employment law changes are already on the horizon for 2026. In April, we’ll see reforms to Statutory Sick Pay and parental rights, but that’s not the end of it. From October 2026, another set of updates is set to land, and they could have serious implications for how businesses operate day to day.
Here’s a breakdown of what’s coming and what it could mean for you.
Key Changes to Be Aware Of
Stricter “Fire and Re-hire” Rules
Employers won’t be able to change employee contracts by firing and re-hiring without a strong justification. You’ll need to prove there’s a real financial need and that the changes were unavoidable.
Stronger Sexual Harassment Protections
Employers will be expected to take all reasonable steps to prevent sexual harassment, a step up from the previous “reasonable steps” requirement. This applies to both employee and third-party behaviour.
Third-Party Harassment Liability
If a customer, client or member of the public harasses an employee, you could now be held responsible, making proactive prevention even more important.
More Time to Raise Claims
Employees will have up to six months (instead of three) to bring a case to an employment tribunal.
New Union Notification Requirements
You’ll be required to inform new staff of their right to join a union, likely as part of your onboarding paperwork and keep reminding them regularly.
Changes to Tips Distribution
Workers must be consulted when setting or changing how tips are shared. This builds on 2024’s tipping legislation, aiming for fairer systems for all staff.
Fair Pay Agreements (FPA)
In the adult social care sector, employers and workers will come together to agree on fair pay terms across the industry.
Greater Union Access Rights
Trade unions will have more access to workplaces (except private dwellings),
What This Means for You
October 2026 might feel a way off, but these changes are big and preparation is key. If you’re considering updating contracts, reviewing your harassment policies, or need guidance navigating these reforms, Enablement Group is here to help.
We’ll keep things simple, human, and tailored to your business.
Share this post: