Employment tribunal time limits double from 1 October 2026
Updated: Oct 1
What is it?
From 1 October 2026, the deadline for bringing most employment tribunal claims doubles from three months less one day to six months less one day. The change comes from the Employment Rights Act 2025 and covers claims such as unfair dismissal, discrimination and whistleblowing.
It isn't backdated. The new limit only applies where the complaint occurs on or after 1 October 2026. Where there's a run of incidents, it's the date of the last one that counts. Breach of contract claims in England and Wales move on the same day, with Scotland following on 9 November 2026. Claims that already had six months, such as statutory redundancy pay and equal pay, stay as they are.
Case example: if an employee's dismissal takes effect on 30 September 2026, the old three month limit applies. If it takes effect on 1 October 2026, they get six months.
What does it mean for you?
Your risk window doubles. Acas early conciliation pauses the clock, and since 1 December 2025 it can run for up to twelve weeks instead of six. Put the two together and a claim could arrive nine months or more after the event, when memories have faded and key people may have moved on.
✅ Keep clear, dated records of disciplinaries, grievances and dismissal decisions
✅ Update your handbook and policies wherever they mention a three month time limit
✅ Brief line managers, as decisions made from October stay open to challenge for longer
✅ Resolve issues early and document how you did it
It also lands three months before the next big change. From 1 January 2027, the qualifying period for unfair dismissal falls from two years to six months for dismissals from that date, and the cap on the compensatory award goes.
How Lansbury HR can help
We can review your handbook and letters, tighten how you record decisions, and support your managers through disciplinaries, grievances and dismissals so your paperwork still stands up months later. Get in touch.
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