UK employment law changes from 1 October 2026: what employers need to know 

From 1 October 2026, important employment law changes take effect in the UK. The headline shift is a longer limitation period for most Employment Tribunal claims, but there are also updates on right to work checks tied to start dates on or after 1 October 2026.  

1. Employment Tribunal time limits move to six months 

For most claims, the standard time limit to bring a claim in the Employment Tribunal will increase from three months to six months. This applies to limitation periods that start on or after 1 October 2026. Where the limitation clock started before that date, the old rules continue to apply.  

What this means in practice for employers is a longer period of potential exposure to claims. You may see grievances or disputes raised later than before, and there will be a longer window in which former staff can bring claims. This affects document retention, internal investigations, settlement discussions and how you plan for and diarise Early Conciliation. 

Employers should expect a longer tail for litigation risk and align HR processes accordingly, including ensuring relevant records are preserved for at least the extended period, plus a reasonable margin. 

2. Right to work checks 

Updated Home Office guidance and code materials take effect for employment that commences on or after 1 October 2026. These materials clarify how the statutory excuse against a civil penalty is obtained and how repeat-check timing applies for those with time-limited permission to work. 

For new starters from that date, employers will need to ensure their onboarding reflects the updated approach to compliant checks, whether manual, online or via an identity service provider where permitted. Where employees have time-limited permission, employers should diarise and conduct repeat checks at the intervals set out in the updated materials. As ever, checks must be applied consistently and in a non-discriminatory way. 

In short, align your processes with the revised guidance, ensure you use the right checking route for each document type and visa category, and keep clear records of what was checked, when, and by whom. 

Further information  

For further guidance on employment law please contact the Morgan LaRoche Employment Team at [email protected].