The biggest employment law changes in a generation are already underway.
From 1 October 2026, the time limit for bringing the majority of Employment Tribunal claims has increased from three months to six months for matters occurring on or after this date.
But this is only one part of a much wider programme of reform.
Further changes arrive on 30 October 2026, followed by significant reforms from 1 January 2027 and further measures throughout 2027.
These changes affect how employers manage sickness absence, workplace harassment, Employment Tribunal risk, probation periods, dismissals, contractual changes and more.
For many employers, particularly SMEs without dedicated HR teams, the biggest challenge isn’t simply understanding what the law says.
It’s making sure your policies, procedures, documentation and managers are ready to apply it correctly while you continue running your business.
Because the reality is simple:
Processes that may have worked in the past may no longer be enough.
Across Cumbria, employers should now be asking themselves: Are our contracts, policies and management processes actually ready?
We’ve made it easier for you to navigate the changes and you can view the five employment law changes you need to pay attention to here, you can also find out further changes timetabled in during 2027.
If you’re a Chamber member you don’t need to navigate these changes alone. Chamber Protect provides members with access to specialist support across HR, Legal, Health & Safety and Tax.
Membership includes:
Members can use the service for support with issues including:
If you’re not a member and would like to access Chamber Protect support please complete the contact form and a member of the team will make contact.
