Employment changes: October 2026
Important information for adult social care employers
List of Services
List of Services
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Employment Tribunal claim time limits double
Effective: 1 October 2026
The time limit for bringing most Employment Tribunal claims increases from 3 months to 6 months. This applies to most tribunal claims and extends the period during which employers may face legal action.
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Stronger duty to prevent sexual harassment
Effective: 30 October 2026
The existing duty to take "reasonable steps" to prevent sexual harassment is strengthened to a requirement to take"all reasonable steps".
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New liability for third-party harassment
Effective: 30 October 2026
Employers must not permit employees to be harassed by customers, residents, relatives, visitors, contractors, suppliers or other third parties.
For care providers, this is particularly significant due to regular interaction with:
- Service users
- Family members
- Visiting professionals
- Contractors and agency workers
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New trade union workplace access rights
Effective: 30 October 2026
Independent trade unions will gain broader rights to access workplaces and engage with workers, including virtual engagement in some circumstances.
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Duty to inform workers of trade union rights
Effective: 1 January 2027
Employers will be required to inform workers of their right to join a trade union.
Where employers choose to deliver statements to their existing workers directly, they must do so annually by 5 April. Where the employer uses indirect methods to deliver the statement, the employer will have to ensure that the statement remains continuously and reasonably available to the worker. The employer must issue an annual reminder that the statement is available and where to find it.
