08/10/2026
UK employment law has changed more in the last 12 months than in the previous decade.
If you're trying to manage all of it on your own, you're almost certainly getting something wrong.
And the financial consequences of getting it wrong have never been higher.
Here's what's landed since late 2025:
📋 Unfair dismissal qualifying period dropping to 6 months
From January 2027, employees will qualify for unfair dismissal protection after just 6 months.
Anyone you hired on or after 1 July 2026 is already covered.
💰 Compensation cap removed entirely
From January 2027, there's no upper limit on what a tribunal can award for unfair dismissal.
The current cap is £123,543.
⏳ Tribunal time limits doubled
From October 2026, employees have 6 months to bring a claim instead of 3.
That's twice as long for workplace issues to come back as formal legal action.
🔍 The Fair Work Agency can investigate without a complaint
Launched in April 2026, this new enforcement body can proactively audit your records and processes.
⚖️ Stronger harassment duty and trade union access rights
Both arriving in October 2026. You'll need to prove you've taken all reasonable steps to prevent sexual harassment and third-party harassment, and unions can now request access to your workplace whether you recognise one or not.
Every one of these changes needs a policy review, a process update or a conversation with your managers.
It's genuinely difficult to manage alone. A confidential conversation with an HR consultant costs nothing and could save you a lot.
