Employment Rights Act: the 30 October and 1 January changes agencies should plan for

From 30 October 2026: stronger harassment duties

According to Business.gov.uk, from 30 October employers will be required to take “all reasonable steps” to prevent sexual harassment of their employees, and will be obliged not to permit the harassment of their employees by third parties. The same date brings trade union reforms, including a new right of access to workplaces (GOV.UK timeline).

The third-party element is particularly relevant to agencies, because account teams spend much of their time with clients, suppliers and partners. It is a good moment to review policies, training and how concerns raised about client-side behaviour are handled.

Already in force: six-month tribunal time limit

Since 1 October 2026, the time limit for bringing most Employment Tribunal claims has increased from three to six months (Acas). For breach of contract claims in Scotland, the change takes place on 9 November 2026 (GOV.UK timeline).

From 1 January 2027: unfair dismissal after six months

The GOV.UK timeline confirms that, for dismissals from 1 January 2027, the unfair dismissal qualifying period will reduce to six months, and compensatory awards will be uncapped. The same date brings a duty to inform workers of their right to join a trade union.

For agencies, this puts more weight on getting recruitment, onboarding and probation right, and on being clear about what a role needs before you hire into it.

Earlier changes worth remembering

Since April 2026, Paternity Leave and Unpaid Parental Leave have been day-one rights, and Statutory Sick Pay no longer has a lower earnings limit or three-day waiting period (Business.gov.uk). Both make it more likely that someone in a small team will need short-notice cover.

Planning cover without over-hiring

None of these changes should stop agencies hiring. They do make it worth separating permanent needs from temporary ones, such as parental leave, sickness, a busy quarter or a single large project. For temporary needs, flexible support can keep clients looked after while your permanent team plans are worked through properly.

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This article is a general summary for information, not legal advice. Dates are subject to parliamentary processes and may change, so check the GOV.UK timeline and take professional advice for your situation.