From 1 October 2026, the time limit for bringing the majority of employment tribunal claims increases from three months to six months. Six months sounds straightforward enough. But for employers, the practical timescale could be much longer.
Author: Xiao Pan, Trainee Solicitor at Halborns The Government has confirmed more detail on the new statutory right to bereavement leave, which is planned to come into force from April…
Join us for an essential discussion on the practical impact of reducing the qualifying period for unfair dismissal to just six months.
Reduction in the qualifying period for unfair dismissal takes effect from 01 January 2027 – this means employees starting on 01 July 2026 will reach six months’ service at that point. Here’s why you’ll want to consider reducing the duration of your probation periods.
Join us for an essential discussion on the practical impact of reducing the qualifying period for unfair dismissal to just six months.
From October 2026, trade unions will have a new right to request access to your workplace. The Government’s draft Code of Practice (under consultation until 20 May 2026) means that employers who receive these requests will face new obligations backed by significant financial penalties for non-compliance.
The first wave of Employment Rights Act changes are now live. Some bring immediate cost increases. Others quietly increase legal risk. The foundations needs to be in place now. Here’s a recap of everything in force from 06 and 07 April 2026.
Employers must now create and retain records showing compliance with statutory holiday entitlement rules, and keep them for at least six years.
From 6 April 2026, parental leave, paternity leave, and a new right to bereaved partners’ paternity leave with become day-one rights.
From 6 April 2026, Statutory Sick Pay (SSP) is changing. For many employers, this will be one of the most significant and costly reforms under the Employment Rights Act.
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