October Employment Rights Updates: What Employers Need to Review Now
October brings several employment law updates that employers need to be aware of, including changes around sexual harassment prevention, third-party harassment, right-to-work checks, trade union rights and tribunal time limits.
For SMEs, this is not just about updating documents. It is about making sure policies, processes, manager guidance and training work in practice.
Sexual harassment prevention: the key change
From 30 October 2026, employers will need to take all reasonable steps to prevent sexual harassment at work. The law around third-party harassment is also changing, meaning employers may be liable for harassment by customers, clients, contractors, suppliers, visitors or service users unless they have taken all reasonable steps to prevent it.
This is a clear shift towards prevention and evidence.
A policy is important, but it is unlikely to be enough on its own. Employers should be able to show how they have reviewed workplace risks, refreshed training, communicated reporting routes and prepared managers to respond properly if concerns are raised.
This could include reviewing lone working, night working, customer or contractor interaction, workplace events, alcohol, online communication, power dynamics and whether employees feel confident raising concerns.
Useful next step:
Download our free Preventing Sexual Harassment Risk Assessment Checklist to review your current position.
https://www.castlehr.co.uk/useful-downloads
Wider October updates
Sexual harassment is not the only area employers should have on their radar.
From 1 October 2026, employers will need to provide workers with a written statement explaining their right to join a trade union. Further detail is expected through regulations and guidance.
Right-to-work checking responsibilities are also changing from 1 October 2026, with the scheme being extended to wider working arrangements, including workers, individual subcontractors and some online matching platform arrangements. Employers should not assume that calling someone self-employed removes the need to review checking responsibilities.
Employment Tribunal time limits are also changing in October 2026, with the time limit for many claims extending from three months to six months. This makes good records, fair processes and timely action even more important.
What employers should do now
Employers do not need to panic, but they do need to prepare.
A practical starting point is to review whether your policies are up to date, whether managers understand their responsibilities and whether the business can evidence the steps it has taken to reduce risk.
For sexual harassment prevention in particular, employers should complete a documented risk assessment and keep a record of the actions taken. This helps demonstrate that prevention is being treated as an active responsibility, not just a policy statement.
Employers should also review reporting routes, manager training, third-party risks, right-to-work processes and how employee concerns are recorded and followed up.
How Castle HR & Training Solutions can help
The October updates are a reminder that HR compliance is not just about having documents in place. It is about making sure policies, training, systems and manager behaviour work together in practice.
Castle HR & Training Solutions can support businesses with policy reviews, sexual harassment risk assessments, manager training, reporting processes, right-to-work procedure reviews and wider Employment Rights Act readiness.
Download the free Sexual Harassment Risk Assessment Checklist today or get in touch if you would like tailored support reviewing how prepared your business is.
