Employment Law Changes in October 2026: What They Mean for Job Seekers and New Starters
Employment law is changing in stages through 2026 and 2027 as the Employment Rights Act 2025 comes into force, and October brings the next set of changes. Most coverage is written for HR teams. This is the version for people looking for work or starting a new job.
It is a plain-English summary, not legal advice. If you need advice about your own situation, Acas and Citizens Advice are both free.
What changes on 1 October 2026?
More time to bring a tribunal claim. For most employment tribunal claims, the time limit doubles from three months to six, for events on or after 1 October 2026. If something goes wrong at work, from unpaid wages to discrimination, you now have longer to get advice and act, although it is still sensible to move quickly (Personnel Today).
Wider right-to-work checks. Employers already have to check that employees have the right to work in the UK. From 1 October, those checks also cover agency workers, contractors and freelancers. Employers face civil penalties of up to £45,000 for a first breach, rising to £60,000 for repeat breaches, so expect to be asked for documents even for short assignments.
What changes on 30 October 2026?
A stronger duty to prevent sexual harassment. Employers already have a duty to take reasonable steps to prevent sexual harassment of their staff. From 30 October, that becomes a duty to take all reasonable steps, which is a higher bar.
Protection from harassment by clients and customers. Employers can be liable when third parties, such as clients or customers, harass their staff, if the employer hasn't taken all reasonable steps to prevent it. This matters most in customer-facing work such as retail, hospitality and care.
New rights for trade unions. Unions gain rights to access workplaces, in person and digitally, to meet and recruit workers, along with wider protections for union representatives and members.
The written statement employers were due to give workers about their right to join a union has been pushed back to 1 January 2027 (Personnel Today).
What do the changes mean if you're looking for work?
- Have your documents ready. If you are registering with an agency or taking contract or freelance work, expect a right-to-work check. A passport, or a share code if you have an eVisa, will usually be needed before you start.
- Ask how employers handle harassment. For a customer-facing role, it is reasonable to ask in an interview how the team is supported when a customer crosses the line. A good employer will have a clear answer.
- Keep records. If something goes wrong in a new job, you now have more time to seek advice. Notes, emails and dates make that advice far more useful.
What's coming next?
| Date | Change | What it means for you |
|---|---|---|
| 1 October 2026 | Tribunal time limits rise from three to six months | More time to get advice and bring a claim |
| 1 October 2026 | Right-to-work checks cover agency workers, contractors and freelancers | Expect ID checks for short and contract roles |
| 30 October 2026 | Employers must take all reasonable steps to prevent sexual harassment, including by third parties | Stronger protection, especially in customer-facing jobs |
| 1 January 2027 | Unfair dismissal protection after six months' service instead of two years, with the compensation cap removed | Far more new starters protected |
| April 2027 | Bereavement leave becomes a day-one right: up to two weeks, unpaid, including pregnancy loss before 24 weeks | Time off to grieve from your first day in a job |
The unfair dismissal change is the big one for anyone starting a new job. Today, most employees need two years' service before they can claim unfair dismissal. From 1 January 2027, that falls to six months, and the cap on compensation is removed (BCLP).
Bereavement leave arrives in April 2027 as a day-one right: up to two weeks of unpaid leave, which can be taken in one block or as single days, and which covers pregnancy loss before 24 weeks (Personnel Today).
Should these changes affect which jobs you apply for?
Not directly, but they are useful context when you compare offers. Starting a new job used to mean two years without protection from unfair dismissal. From January 2027, that window shrinks to six months, which makes moving jobs less of a gamble than it was.
What still varies hugely between employers is everything the law doesn't set: how flexible the job really is, how people are treated and how fast the pace is. That is why MyPathfinder's job search gives every role a Vibe Score for culture, flex and pace, so you can judge the parts of a job no law covers. For the questions to ask about flexibility before you accept, see our guide to assessing hybrid working in an interview.
The bottom line
October's changes are mostly about fairness at work: more time to challenge problems, stronger protection from harassment and wider checks on who can work. The bigger shift for job seekers lands in January 2027, when unfair dismissal protection starts after six months. Keep your documents ready, keep records if anything goes wrong, and remember that Acas is free if you need it.