October 2026 Employment Law Changes Checklist

Employer Preparation Checklist

The October 2026 employment law changes are approaching. Use this checklist to make sure your business is prepared.

There are several changes coming into force during October 2026. Not every change will apply to every business, so use the checklist below to identify what you need to review

Harassment

Changes from 30 October 2026

The duty on employers to prevent sexual harassment will increase from taking “reasonable steps” to taking “all reasonable steps”. 

Check your business

✓ We have an up to date Sexual Harassment Policy (or we include this within our Dignity at Work or Anti Harassment policies or similar).

✓ We have completed a sexual harassment risk assessment.

✓ We have identified any higher risk situations, locations or working arrangements.

✓ We have considered the risk of all types of harassment from customers, clients and other third parties.

✓ We cover harassment by third parties in our Dignity at Work or Anti harassment policies.

✓ Employees know how to report concerns.

✓ Managers know how to respond to concerns or complaints.

✓ Employees have received appropriate training.

✓ Managers have received appropriate training.

✓ We regularly review our approach and take action where risks are identified

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Employment Tribunal Time Limits

Changes from 1 October 2026

The time limit for bringing most Employment Tribunal claims will increase from 3 months to 6 months. Make sure managers understand the importance of dealing with employee issues promptly.

The longer time limit will apply to relevant issues occurring on or after 1 October 2026.

Check your business

✓ Our grievance procedure is up to date.

✓ Our disciplinary procedure is up to date.

✓ Managers know when to involve HR.

✓ Employee relations issues are being dealt with promptly.

✓ We keep clear records of important HR decisions and conversations.

✓ We know where to seek advice if an employment dispute arises.

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Right to Work Checks

Changes from 1 October 2026

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A new Code of Practice on avoiding unlawful discrimination when carrying out right to work checks will apply to relevant employment starting from 1 October 2026.

The Code also applies where a repeat right to work check is required on or after 1 October 2026.

Check your business

✓ We carry out right to work checks consistently.

✓ The person carrying out checks understands the correct process.

✓ We keep appropriate records of checks.

✓ We diarise any required repeat checks.

✓ Our recruitment process does not make assumptions about an applicant's right to work.

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Trade Union Rights

Changes from 30 October 2026

Workers will have a strengthened right to information about joining a trade union.

Trade unions will have strengthened rights of access to workplaces.

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Check your business

✓ We know whether any employees are represented by a trade union.

✓ We understand our responsibilities if a trade union requests access.

✓ Managers understand how to deal with trade union representatives.

✓ Any existing recognition agreements are up to date.

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Tipping

Changes from 30 October 2026

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Employers will be required to have a tipping policy, where qualifying tips, gratuities and service charges are paid at (or are attributable to) an employer's place of business on "more than an occasional and exceptional basis"

Employers will be legally required to consult with their workers when developing their policy on tipping.

Policies on tipping will need to be reviewed at least every 3 years.

Check your business

✓ We understand that if our business receives tips or service charges we must have a policy in place.

✓ We have plans in place to consult with employees about the tipping policy

✓ We will review our tipping policy at least every 3 years.

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Need help?

If you're unsure whether your business is ready for the October changes, Ig-hr can help you review your policies, procedures and current HR practices.

Contact the Ig-hr team to arrange a review.

support@ig-hr.co.uk

0151 272 3476

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