Guides

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.

During financially challenging times, companies may have no other option than to consider redundancies. As stressful as this is for employers, employees also understand the perils or redundancies and often have fears with job security.

Making redundancies is a big decision. And one that you need to think carefully about.

No employer enjoys making redundancies. However, when you make them, it’s important to get the process right.

Download our voluntary redundancy letter template to ensure total legal compliance.

For many businesses, redundancy is a difficult situation to approach. Letting talented employees go is tough, but sometimes essential.

There are many rules you must follow when giving an employee their notice of termination, including providing them with a termination letter.