October brings seasonal changes, but there are also important employment law updates for businesses to be aware of. 🌦️🎃🌳
If you're running events, managing hospitality venues or working with temporary staff, it's worth understanding which changes are already in force, what's coming later this month and what you may need to review.
Here’s a straightforward breakdown of the key dates and what they could mean for your operation.
Employment Law Changes from 1 October 2026
Employment Tribunal Claim Time Limits Have Increased
From 1 October 2026, the time limit for bringing most employment tribunal claims increased from three months to six months. The change applies to relevant matters arising on or after 1st October, with specific transitional rules and exceptions applying to some claims.
For breach of employment contract claims in Scotland, the change takes effect on 9th November 2026.
For employers, this is a good reason to review how workplace concerns are recorded, investigated and resolved. Clear documentation and consistent procedures can help if a dispute arises further down the line.
Right-to-Work Checks: Review Your Recruitment Processes
Right-to-work checks remain an important part of employing staff legally in the UK. Updated Home Office guidance published on 1 October 2026 sets out the circumstances in which checks are required for different working arrangements, including certain worker contracts and individual subcontracting arrangements.
This does not mean that every freelancer or self-employed contractor automatically requires the same check. The correct approach depends on the nature of the working arrangement and the applicable rules.
Businesses using agency workers, contractors or other temporary staff should review their arrangements and establish who is responsible for completing the necessary checks. The legal responsibilities can vary depending on the circumstances.
The potential penalties for employing someone who does not have the right to work in the UK can be significant, with civil penalties of up to £60,000 per illegal worker. This is an existing penalty, rather than a new fine introduced on 1 October.
At P.J Staffing Ltd, compliance is an important part of our approach to supplying staff. Businesses should make sure their own recruitment and engagement processes are appropriate for the people they employ or engage.
Changes Coming on 30th October 2026
Employers Must Take All Reasonable Steps to Prevent Sexual Harassment
From 30th October 2026, the legal duty on employers to prevent sexual harassment will be strengthened. Employers will need to take all reasonable steps, rather than simply reasonable steps, to prevent sexual harassment of their workers.
The law will also introduce liability relating to harassment of workers by third parties, unless the employer has taken all reasonable steps to prevent it.
A third party could include a customer, client or another person a worker encounters through their job. This is particularly relevant to businesses where staff interact regularly with members of the public, including hospitality venues and events.
Now is a sensible time to review workplace policies, staff training, reporting procedures and the steps taken to identify and reduce risks. The measures needed will depend on the organisation and the working environment.
For businesses working with temporary staff, it is important to understand how responsibilities are shared between the organisation hosting the staff and the staffing provider. Clear communication and suitable procedures can help everyone understand what to do if a concern is raised.
New Trade Union Workplace Access Rules
New rules on trade union access to workplaces are also due to take effect on 30th October 2026. The framework will allow qualifying trade unions to request access to workplaces, including physical access and communication with workers by other means, subject to the applicable requirements.
The rules include a threshold relating to the number of workers employed by the employer and any associated employers. They also set out procedures, response times and circumstances in which access may be refused.
Penalties for breaching an access agreement can escalate, reaching up to £500,000 for a third or subsequent order relating to that agreement. This is not a blanket fine that automatically applies to every instance of non-compliance.
Employers should review the official requirements to understand whether the rules apply to their organisation and what procedures may be needed.
The government's trade union right-of-access guidance provides further information.
What Do These Changes Mean for Hospitality and Events?
For businesses running venues, events or seasonal programmes, employment law updates can affect recruitment processes, staff management and workplace procedures.
There are a few practical steps worth considering:
Review recruitment checks: Make sure the right-to-work process reflects the working arrangements involved and that responsibilities are clear.
Keep appropriate records: Ensure workplace concerns, relevant decisions and actions are documented in line with your organisation's procedures and data-retention requirements.
Review harassment policies: Check that staff know how to raise concerns and that appropriate steps are in place to prevent harassment, including from third parties.
Prepare managers and supervisors: Make sure the people responsible for teams understand the procedures that apply to their workplace.
Check upcoming deadlines: Review which changes apply to your business and when, rather than treating every reform as if it has the same start date.
For temporary staffing arrangements, it is particularly important to establish who is responsible for each part of the process. A clear understanding between the staffing provider and the business using the staff can help avoid gaps in communication and compliance.
At PJ Staffing, we understand that businesses need to balance staffing requirements with their wider operational responsibilities. Our approach includes checks and processes for the staff we supply, while clients should also understand and meet any responsibilities that apply to their own organisation.
Looking Ahead: Unfair Dismissal Changes in January 2027
There are further changes to prepare for in the new year. From 1st January 2027, most employees will be able to qualify for protection against unfair dismissal after six months of employment, rather than the current qualifying period of two years.
Some exceptions to the qualifying period already exist, and the rules do not apply in the same way to every type of worker or working arrangement. Employers should review the official guidance and take advice where necessary before changing their recruitment, probation or dismissal procedures.
Although January may feel some way off, reviewing processes in advance gives businesses more time to understand what the changes mean for them.
Stay Prepared for the Months Ahead
Employment law changes are being introduced in stages, and not every announced reform takes effect at the same time. Knowing which requirements are already in force and which are still to come can help businesses plan more effectively.
If you're managing a venue, preparing for winter events or arranging temporary staff for a busy period, take time to review your recruitment processes, workplace policies and responsibilities. For advice on your legal obligations, speak to your HR or legal adviser and check the latest official guidance.
At PJ Staffing Ltd, we know that reliable staffing is an important part of keeping businesses running smoothly. If you're planning ahead for seasonal demand or need temporary staffing support, get in touch with our team to discuss your requirements.
This article provides general information, not legal advice. Employment law and implementation dates can change, so check the latest official guidance or speak to a qualified adviser about your specific circumstances.
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