Changes to Employment Tribunal Time Limits from October 2026

A change to employment law is expected, with new tribunal time limits due to come into force across England, Wales and Scotland on 1 October 2026. The reform will give workers longer to bring forward certain Employment Tribunal claims and may have implications for employers’ record-keeping, HR processes and risk management.

Under the Employment Tribunal (Extension of Time Limits) (Miscellaneous Amendments and Transitional Provisions) Regulations 2026, the limitation period for a range of employment-related claims will increase from three months to six months. The change applies to claims involving part-time workers, fixed-term employees, information and consultation obligations, blacklisting protections, zero-hours contract exclusivity provisions and certain NHS whistleblowing detriment claims.

Importantly, the extended six-month deadline will only apply where the act, omission or failure being complained about takes place on or after 1 October 2026. Where a claim relates to a series of similar acts, the new time limit will only apply if the final act in that series occurs on or after that date. Any conduct that took place entirely before 1 October 2026 will remain subject to the existing three-month time limit.

For employers, this is not simply a procedural change. Extending the period in which claims can be brought means workplace disputes may remain “live” for longer. When combined with the longer Acas Early Conciliation period, employers could receive tribunal claims several months after an employee has left the business or after an incident first arose.

Organisations may therefore wish to review their document retention policies. Records relating to disciplinary proceedings, grievances, workplace investigations, performance management and dismissals may need to be retained for longer so that evidence remains available if a claim is later pursued. Clear record-keeping and consistent case management are likely to become increasingly important.

The extension is just one part of a wider programme of employment law reform. From 31 August 2026, trade unions will be able to use electronic and hybrid voting methods for statutory ballots. A further round of changes takes effect on 30 October 2026, including new requirements to inform employees of their right to join a trade union, expanded protection against detriment linked to industrial action, strengthened workplace access rights for trade unions and enhanced duties relating to workplace harassment.

Employers may find it helpful to treat the August to October implementation period as a project. Reviewing policies, updating induction materials, refreshing manager training and assessing harassment risks in advance can help businesses stay compliant and reduce the risk of tribunal claims in the future.

The extension of Employment Tribunal time limits means workplace disputes may remain active for longer, increasing the importance of effective HR procedures, thorough record-keeping and early legal advice. Reviewing your policies and processes now can help reduce risk and ensure compliance with upcoming employment law reforms.

If you require advice on Employment Tribunal claims, workplace policies or any other employment law matter, please contact Farleys’ HR & Employment Law team on 01254 606 008 or complete our online enquiry form for support tailored to your situation.