What does October mean for UK employment law?  

Whilst several new employment laws in 2026 have been brought in (with more to follow), October is set to create major challenges for employers. Here are two of the key laws:  

Trade unions' influence grows  

New employment laws relating to trade unions mean a new obligation for employers. Importantly, it also means contractual documents for new starters may need updating. Should this new duty not be met, employers could be ordered to pay compensation of four weeks’ pay per employee.  

Another reform means businesses with a certain number of employees must, if conditions are met, grant trade unions right of access to their workplace. They may exercise this right to organise and recruit staff.  

A two-tier fine system will be in place for businesses that don't comply with access agreements: 

• Initial breaches may reach £75,000  

• Repeat breaches could go as high as £150,000  

Harassment laws overhauled  

Current practices regarding the prevention of sexual harassment will be upgraded, which places a greater onus on employers being proactive.  

If a similar level of diligence isn't demonstrated to prevent staff being subject to any kind of harassment from a third party, then those employers could be liable. Here's some examples of third parties:  

• Customers 

• Clients  

• Contractors or suppliers  

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