Published 23 September 2026 and kept as it was written. The five answers were accurate on that date. The six-month time limit has applied since 1 October 2026 and the harassment duties since 30 October 2026, so those two are now in force rather than ahead, and the 2027 dates still depend on regulations to come. For the current position see the timeline guide and the Employment Rights Hub. Note added 30 October 2026.
Somewhere this autumn a client will stop you mid-call and ask, "So what actually changed?" They will not want a seminar. They will want to know whether it costs them money, and whether you know what you are talking about.
Here are five short answers. Each one is accurate as at 23 September 2026 and comes from the government's own announcements. Use them in your own words.
"Can people bring claims for longer now?"
Yes. From 1 October 2026 most employment tribunal claims can be brought up to six months after the thing complained about, instead of three. It applies to acts on or after that date. For breach of contract claims in Scotland, the date is 9 November.
What it means for them: a dispute from this autumn can turn into a claim next spring. Keep the paperwork, and keep it together.
"Are we responsible if one of your temps is harassed on our site?"
From 30 October 2026, employers must take all reasonable steps to prevent sexual harassment of their workers, and must not permit harassment of them by third parties, which includes customers and visitors. The agency carries that duty for the workers it places, and the client runs the site where it happens.
What it means for them: both of you need to know who does what. It belongs in the terms between you, before 30 October.
"Is it true we can't let people go after six months?"
Not quite. From 1 January 2027 employees get protection from unfair dismissal after six months' service instead of two years, for dismissals from that date, and the cap on compensation goes. You can still dismiss. You need a fair reason and a fair process.
What it means for them: probation reviews that actually happen, and notes that are actually written.
"What's this about bereavement leave?"
Announced on 22 September. From April 2027 employees will have a right to leave when they lose a partner, parent, adult child or sibling, including step, adoptive and foster family, and up to two weeks after a pregnancy loss before 24 weeks. It is unpaid, can be taken as single days within 56 weeks, and no evidence can be asked for.
What it means for them: a line in the handbook now, and a policy when the regulations are published next year.
"Do we have to agree to flexible working now?"
No. But the government has confirmed that, from 2027, an employer will have to consult the employee before refusing a request, and explain why the refusal is reasonable by reference to the eight existing business reasons.
What it means for them: a refusal needs a conversation and a written reason, not a one-line email.
Why this matters for you
Clients rarely read the government's pages. They read yours, or they read nothing. The recruiter who can answer these five questions in a sentence each is the one who gets the next vacancy. The one who says "I'll have to check" usually does not.
Every date above, and the rest of 2027, is on our Employment Rights Act timeline, updated this week, at ior.org/employment-rights-act-timeline. If your own terms need the October changes built in, our free FWA compliance health check is the place to start, at ior.org/fwa-compliance-checklist.
General information, not legal advice. Dates for 2027 depend on regulations still to be made. BIOR accepts no responsibility for any loss arising from reliance on this article.