HR teams are reporting gaps in their readiness for October employment law reforms, according to new research from Breathe HR.
The survey of 501 UK HR professionals found that 27% said their organisation was unprepared for employer liability for third-party harassment, while 22% were unprepared for the extension of employment tribunal time limits. A further 18% reported a lack of readiness for the strengthened duty to prevent sexual harassment, and the same proportion for new trade union access and recognition rules.
What changes in October?
Under the Government’s published implementation timetable, the time limit for bringing most employment tribunal claims increases from three to six months from 1 October 2026. Other measures, including strengthened sexual harassment prevention duties, third-party harassment obligations and trade union reforms, are scheduled for 30 October.
The longer tribunal limit generally applies to problems occurring on or after 1 October; earlier matters remain subject to the existing limit. The extension for breach of employment contract claims in Scotland is scheduled for 9 November. Employers should check the rules relevant to each claim rather than assume every deadline changes together.
New responsibilities without formal training
More than a quarter (28%) of respondents said interpreting and implementing employment law had become a new or expanded part of their role over the past two years. That rose to 50% among the C-level HR leaders surveyed.
Almost a quarter (24%) said they had learned to interpret employment legislation on the job without formal training, while one in five (20%) had used AI to help them understand it.
“A change in the law only becomes meaningful when it is reflected in day-to-day practice.”
Bharat Siyani, VP People & Culture at Breathe HR
Siyani said the reforms would affect everyday situations, from difficult interactions with customers to complaints and grievances that return months later. He urged organisations to review policies, reporting procedures, manager training and record-keeping before the changes expose gaps.
With tribunal time limits extending, he warned that employers could need to rely on notes and grievance records created long before a claim, potentially after the manager involved has left.
Hiring caution and further reforms ahead
Nearly two-thirds (63%) of respondents said the reforms had made their leadership more cautious about hiring. This reflects HR professionals’ reported perceptions, rather than proof that the reforms have caused a change in recruitment activity.
Looking ahead, 26% said their organisation was unprepared for fire-and-rehire reforms and 23% for the reduction in the unfair dismissal qualifying period, both scheduled for January 2027. Almost a quarter (24%) were not ready for guaranteed-hours changes affecting zero- and low-hours contracts, planned for 2027.
The Government says future implementation dates remain subject to parliamentary processes and may change.
Priorities for HR teams
- Review harassment policies and reporting routes, including how complaints involving customers or other third parties are handled.
- Refresh manager training and maintain clear, accessible records of complaints, decisions and follow-up action.
- Identify gaps in employment law knowledge and check any AI-assisted interpretation against authoritative guidance.
- Plan for the 2027 reforms alongside the immediate October changes.
About the research: Censuswide surveyed 501 UK HR professionals aged 18 and over between 8 and 14 September 2026, on behalf of Breathe HR.
