Employment Rights Act Changes Take Effect; Balloting, Tribunal Time Limits Expand
From 25 August 2026, trade unions gain electronic balloting rights and electronic workplace ballots begin. From October 2026, tribunal time limits expand to six months, and employers must inform workers of union membership rights.
The Employment Rights Act 2025 continues its phased implementation across 2026 with significant worker-protection changes coming into force this autumn. Balloting changes came into force on 25 August, giving trade unions new electronic and workplace balloting capabilities for statutory strikes and union recognition votes.
Key Dates Ahead
- From 1 October 2026, tribunal time limits will extend to six months to submit a claim (from three months)
- Employers must give new starters a statement informing them of their right to join a trade union
- From 30 October 2026, strengthened protections requiring employers to take 'all' reasonable steps to prevent sexual harassment, and introduction of duty to prevent harassment by third parties
What This Means for Employers and Expat Workers
2026 will be transformative for UK employment law as the Employment Rights Act 2025 begins to take effect. The Act strengthens rights for employees and means that many employers will need to update their contracts and procedures to comply with the new rules. If you work in the UK, you'll benefit from stronger harassment protections and easier access to union representation. If you're an employer sponsoring foreign workers, ensure your HR policies and employee contracts align with the new rules—non-compliance could affect your sponsor licence.
Sources
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