Employment Law Reform in Great Britain: Key 2026 Dates and Northern Ireland Implications
10/08/2026
The summer months are traditionally a quieter period for employment law developments. However, 2026 has proved to be an exception in Great Britain, with significant legislative change continuing at pace.
Several important deadlines are now approaching. We have summarised the key developments taking effect in Great Britain below and highlighted the areas where the position differs in Northern Ireland.
Employment Rights Act 2025: Updated Implementation Timeline
The UK Government has published an Updated Implementation Time for the Employment Rights Act 2025 (ERA 2025) and related employment reforms. The timeline confirms that a number of major changes will take effect during the remainder of 2026 and into 2027.
Key Dates for Employers (these changes only apply in Great Britain)
- Introduction of Electronic and Workplace Balloting – 25 August 2026
Electronic and workplace balloting for statutory trade union ballots will be introduced in Great Britain. Electronic voting for recognition and derecognition ballots will follow at a later stage.
DBIST: Statutory guidance: Electronic and workplace balloting: code of practice (28 July 2026), The Code of Practice (Electronic and Workplace Balloting for Statutory Trade Union Ballots) Order 2026 (SI 2026/880) and The Trade Unions (Permissible Means of Voting) and Employment Rights (Unfair Dismissal) (Amendment) Order 2026 (SI 2026/881)
The position in Northern Ireland:
In Northern Ireland there are similar proposals to allow electronic and workplace balloting which are part of the Good Jobs Bill. We do not yet know if and when those changes could come into force.
- Extension of time limit to lodge Employment Tribunal Claims- 1 October 2026
In Great Britain only the time limit for bringing most Employment Tribunal claims will increase from three months to six months.
Transitional provisions make clear that the six-month time limit will only apply where the relevant date (the date of the less favourable treatment, detriment, or other infringement as the case may be) falls on or after 1 October 2026. Claims based on a cause of action arising wholly before 1 October 2026 will remain subject to a three-month time limit.
The position in Northern Ireland:
In Northern Ireland there is no proposed change to the time limits for bringing Industrial Tribunal claims which will remain at 3 months for the majority of claims.
- Trade Union Reform- 30 October 2026
Several significant trade union measures will come into force, including:
- A duty on employers to inform workers of their right to join a trade union.
- Stronger rights of access for trade unions.
- Changes to recognition and derecognition procedures.
- New rights and protections for trade union representatives.
- Enhanced protection against detriment for employees taking industrial action.
We will be providing a separate, more detailed update on these changes.
The position in Northern Ireland:
In Northern Ireland there are similar proposals to inform workers of a right to join a trade union and whilst there are proposals to allow trade union access the ‘how’ differs to the proposals in Great Britain.
We will be providing a separate, more detailed update on these changes.
- Sexual Harassment Reforms- 30th October 2026
Employers will be required to take all reasonable steps to prevent sexual harassment. The legislation will also reintroduce employer liability for harassment of employees by third parties. In addition, the Government will have the power to specify further evidence-based steps employers must take to prevent harassment in the future.
The position in Northern Ireland:
In Northern Ireland there is already laws in place allowing workers to bring Third Party Harassment claims if the ‘employer’ is aware of two other incidents of third-party harassment. In Great Britian the laws will go further in that the employer could be liable from the first incident of third-party harassment.
Other October Changes
- Establishment of the Adult Social Care Negotiating Body in England.
- Reinstatement of the “two-tier workforce code”, ensuring outsourced private sector workers receive terms no less favourable than employees transferred from the public sector.
The position in Northern Ireland:
In Northern Ireland opinion was gathered on Sectoral Work Agreements and this is an area which we may see proposals coming forward in the future. However, at this stage there are no firm proposals.
December 2026
Further measures due before the end of the year include:
- Introduction of Seafarer Protection Regulations.
- Strengthened legislation governing tips and gratuities.
Looking Ahead to 2027
From 1 January 2027:
- The qualifying period for ordinary unfair dismissal claims will reduce from two years to six months.
- The cap on compensatory awards for unfair dismissal claims will be removed.
- New restrictions on “fire and rehire” practices will come into force.
Further reforms expected during 2027 include menopause action plans, guaranteed hours provisions, changes to collective consultation requirements and measures limiting the use of NDAs in harassment and discrimination cases.
The position in Northern Ireland:
In Northern Ireland the qualifying period to bring an unfair dismissal claim is 1 year and there are no proposals to change that or remove the cap.
In Northern Ireland there are also proposals to restrict the use of fire and rehire and these are similar to those in Great Britain. We do not know if and when this change could come into force.
In Northern Ireland, there are proposals to limit the use of exploitative zero-hour contracts. However, these plans differ from those in Great Britain, as the approach in Northern Ireland will focus on Banded Hours provisions.
NEW CODE OF PRACTICES:
Updated EHRC Services Code of Practice
On 5 August 2026, the Equality and Human Rights Commission (EHRC) brought into force an updated Code of Practice covering services, public functions and associations. The revised Code reflects developments in the law since 2011, including recent case law arising from the Supreme Court’s decision in For Women Scotland Ltd v Scottish Ministers.
EHRC: Code of practice for services, public functions and associations: next steps, The Equality Act 2010 (Code of Practice on Services, Public Functions and Associations) (Revocation) Order 2026 (SI 2026/787), The Equality Act 2010 (Code of Practice on Services, Public Functions and Associations) (Commencement) Order 2026 (SI 2026/788) and Guidance: Final stage impact assessment (updated 15 July 2026).
The position in Northern Ireland:
It is important to note that this EHRC Code does not apply in Northern Ireland. The legal framework governing equality law here remains separate.
The Equality Commission for Northern Ireland has commenced High Court proceedings seeking clarity on whether the implications of the For Women Scotland decision will extend to Northern Ireland. We will be discussing the latest developments and practical implications at our forthcoming conference.
Draft Code of Practice Code of Practice on disciplinary and grievance procedures (draft)
Acas has published a comprehensive revision of its Code of Practice on Disciplinary and Grievance Procedures, representing the first major review since 2015. A consultation is currently underway and closes on 23 September 2026.
Key Proposed Changes
The draft Code places much greater emphasis on:
- Early and informal resolution of workplace issues.
- Mediation and facilitated conversations.
- Explaining attempts made to resolve concerns informally before initiating formal disciplinary or grievance procedures.
- Greater focus on reasonable adjustments for disabled workers.
- Expanded guidance on accompaniment at meetings.
- Clearer limits on when suspension should be used.
- Use of the term “worker” rather than “employee” throughout the Code.
Employers who unreasonably fail to comply with the revised Code could face an adjustment of up to 25% in relevant compensation awards.
The position in Northern Ireland
As with the EHRC Code, these Acas changes do not apply in Northern Ireland.
The current Labour Relations Agency Code of Practice on disciplinary and grievance procedures remains in force. The Statutory Dismissal Procedures provided for by Schedule 1 of the Employment (Northern Ireland) Order 2003 are also still in effect. However, if the proposed Good Jobs legislation progresses, we anticipate that the LRA Code, last updated in April 2011, is likely to be reviewed and modernised along similar lines. This is certainly an area employers should continue to watch closely.
Further detail
We will separately drafting updates on the new rights around Trade Union Access in Great Britain and changes regarding the Right to Work Checks