Shropshire employers are being urged to review their workplace procedures as the time limit for bringing most employment tribunal claims doubles from three months to six months from tomorrow (October 1, 2026).
The change is part of reforms under the Employment Rights Act 2025 with stronger harassment protections due later in October and a shorter qualifying period for ordinary unfair dismissal claims from January 2027.
Ishbel Wright, director of Wright HR, said: “For smaller businesses without a dedicated HR team, keeping up with changes to employment law can be a challenge alongside running the business.
“Employers need clear, practical guidance on what is changing and when, so they can prepare properly. Taking time now to review how they support and manage their staff will help businesses approach these changes with greater confidence.”
The longer tribunal deadlines will give workers more time to pursue claims underlining the importance of keeping accurate records and addressing concerns promptly.
Ryan Bickham, head of employment at PCB Solicitors, said: “A probation review that keeps being postponed, a concern that is never recorded or a complaint that is not followed up can create avoidable difficulties. Reviewing those everyday practices now will help businesses prepare and give staff greater clarity about what they can expect.”
From October 30, employers will be required to take “all reasonable steps” to prevent sexual harassment, strengthening the existing duty to take reasonable steps. Employers will also face liability for harassment by third parties, such as customers or clients, unless they have taken all reasonable steps to prevent it.
Businesses should assess workplace risks, train managers and make sure staff know how to report concerns including those involving customers or clients.
Further changes are due from January 1, 2027, when the qualifying period for ordinary unfair dismissal protection will fall from two years to six months and the cap on unfair dismissal compensatory awards will also be removed.
This will give employees access to ordinary unfair dismissal protection earlier in their employment. Employers should review arrangements for existing staff as well as new recruits, with timely probation reviews and clear records of performance discussions.
The reforms are being introduced in stages, with further measures planned during 2027. Employers should continue to monitor the timetable as implementation details develop.
To help local businesses understand the changes, PCB Solicitors is hosting a free employment law and HR seminar with Wright HR on the afternoon of Thursday October 22 at Albrighton Hall, Shrewsbury.
The event is aimed at business owners, managers and HR professionals and will cover tribunal time limits, unfair dismissal qualifying periods and sexual harassment prevention.
Free places can be booked through Eventbrite: https://www.eventbrite.co.uk/e/the-employment-rights-act-a-practical-guide-for-employers-tickets-2001392677374
Pictured: Ryan Bickham of PCB Solicitors and Ishbel Wright of Wright HR
