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Monthly HR & Employment Law Newsletter
September 2026
Important October deadlines are approaching. Now is the time to check your policies, train your managers and reduce avoidable people risk.
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Welcome
A busy autumn for UK employers
September is the month to turn awareness into action. Several important Employment Rights Act 2025 measures take effect in October, while the reduction in the unfair dismissal qualifying period is now only a few months away.
This edition gives business owners and managers the key headlines. The detail must always be applied to the individual workplace, which is where practical, professional HR support matters.
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Employment Law Alert
1 October 2026: more time to bring tribunal claims
From 1 October 2026, the time limit for bringing an Employment Tribunal claim will increase from three months to six months. This is a significant change for employers: workplace decisions may remain open to challenge for longer, making clear records and properly followed procedures even more important.
What should employers do now? Review how investigation notes, meeting records, correspondence and management decisions are created, approved and retained. Good documentation should show not only what was decided, but why.
Official information: GOV.UK implementation timeline
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Action Required Before 30 October
Sexual harassment duties are being strengthened
From 30 October 2026, employers will be required to take all reasonable steps to prevent sexual harassment. Employers will also face an obligation concerning harassment of employees by third parties, including customers, clients and service users.
A policy on its own is unlikely to demonstrate a genuinely preventative approach. Employers should consider risk assessments, effective training, clear reporting routes, third-party controls, management accountability and evidence that concerns are acted upon.
Consensus HR can help: We can review your policy, assess workplace risk and provide practical management and team training before the new duties commence.
Further guidance: ACAS – sexual harassment changes and ACAS – third-party harassment
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Preparing for January 2027
Probation can no longer be treated as a diary reminder
For dismissals from 1 January 2027, the ordinary unfair dismissal qualifying period is due to reduce from two years to six months. Compensatory awards are also due to become uncapped.
This makes recruitment, onboarding, objective setting and early performance management even more important. Any employee recruited from 1 July 2026 could reach six months’ service as the new regime begins.
Check your processUse documented reviews at week one, week two, month one, month two and month three—not one rushed meeting at the end.
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Check your evidenceSet measurable expectations, record support provided and address concerns promptly and fairly.
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Official information: GOV.UK implementation timeline
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Comment from Matthew Chilcott
“The conversations managers avoid are usually the conversations they later wish they had held much earlier.”
With the qualifying period for unfair dismissal reducing to six months, businesses cannot afford to leave probation management until the final week. Managers need a clear process, realistic objectives and the confidence to hold honest, constructive conversations from the start.
September is also the right time to check that harassment prevention is active across the business—not simply a policy saved on a system. Training, risk assessment, reporting arrangements and management behaviour must all support the same message.
Matthew Chilcott – Owner, FCIPD, ACEL, BA (Hons)
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September HR checklist
- Review sexual harassment and third-party harassment risks.
- Arrange refresher training for managers and employees.
- Check probation reviews for everyone recruited since 1 July 2026.
- Ensure investigation, disciplinary and grievance records are complete.
- Check contracts, handbooks and policies reflect the current law.
- Confirm staff know where to find HR documents—for example, within Breathe HR.
Book a Free HR Checkup
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Have Your Say
ACAS disciplinary and grievance consultation
ACAS is consulting on an updated Code of Practice on disciplinary and grievance procedures. The consultation closes at 11:59pm on 23 September 2026.
The existing Code remains important: an Employment Tribunal may adjust an award by up to 25% where there has been an unreasonable failure to follow it. Employers should continue to seek advice before starting formal action.
Read the ACAS Consultation
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Your Outsourced HR Department
Clear, commercial and compliant people management
Consensus HR supports SMEs across Hertfordshire, Bedfordshire, Cambridgeshire and the wider UK with retained and ad-hoc HR and Employment Law support.
Need help before the October changes?
Speak to us now so your policies, training and management processes can be reviewed in good time.
Email Consensus HR
01438 576750
[email protected]
www.consensushr.com
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