Blog Articles

From 1 October 2026, two significant legal changes under the Employment Rights Act 2025 came into force. These changes affect employment tribunal claim time limits and the scope of right to work checks.

From 1 October 2026, the employment tribunal claims landscape is changing. From that date, employees will have an extra three months (six months in total) to bring a wide range of claims against their employer – that’s extra time to decide whether or not to bring a claim, to get advice, gather evidence and try to come to a settlement.

Employment Tribunal cases are continuing to increase, while the number of claims being completed is falling, according to Ministry of Justice (MoJ) statistics for April to June 2026.

In Tait v Holiday Extras, it was found that temporary measures in place of permanent reasonable adjustments do not satisfy the duty to make reasonable adjustments.

A consultation has been launched by the Department for Business, Innovation, Science and Trade (DBIST) on the revised statutory updated Code of Practice on Fair and Transparent Distribution of Tips.

The Ministry of Justice has released its quarterly report on employment tribunal (ET) statistics, covering January–March 2026.

The Ministry of Justice (MoJ) recently revealed its tribunal statistics for the latest quarter (October to December, Q3 2025/26), showing that employment tribunals continue to receive significantly more cases than it resolves.

Following reports that the Government was on the verge of reintroducing employment tribunal (ET) fees, the Justice Secretary and Deputy Prime Minister, David Lammy, has confirmed that this will not happen.

In the case of Lanuszka v Accountancy MK Services Ltd, the Employment Tribunal had to consider whether the alleged misconduct was the real reason for the dismissal.

In the case of Ashe v Claims Equilibrium Club Ltd, the Employment Tribunal had to consider whether a director was constructively dismissed following a breakdown in the relationship between them and a fellow director.

Hiring intentions among private sector companies remain at a record low with younger staff, entry level and new graduates worst affected

In the case of Okoro v Bidvest Noonan (UK) Ltd, the Employment Tribunal had to consider whether it was reasonable for the employer to dismiss a security officer after he fell asleep during a night shift.