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Employment law changes: what brokers need to know.
Published on 30 October, 2026
A number of employment law changes are coming into effect across England, Scotland, and Wales this October, creating new responsibilities for employers in areas including workplace harassment, trade union access, and employment tribunal claims.
For brokers working with SME clients, the changes provide a timely opportunity to make sure businesses understand what is changing, what it could mean for them, and where they can access support.
What's changing?
From 1st October 2026, the time limit for bringing most employment tribunal claims increased from three months to six months where the relevant incident occurred on or after that date. For employers, that makes good record-keeping even more important, as it may now take longer before they know whether a former employee or worker intends to bring a claim.
Further changes come into effect on 30th October.
Employers will be required to take all reasonable steps to prevent sexual harassment of employees, strengthening the existing requirement to take reasonable steps. They will also have a new obligation in relation to harassment by third parties, including customers, clients, contractors, suppliers, service users, or members of the public.
New trade union rights will also take effect, including a legal right for independent trade unions to access workplaces and engage with workers, either in person or virtually.
What does this mean for SME clients?
For employers, these changes are not simply a question of understanding new legislation. They may require businesses to review some of their existing policies, processes, record-keeping, and workplace practices.
For example, businesses may need to consider whether their approach to preventing workplace harassment is sufficiently proactive, whether risks involving third parties have been considered, and whether the right people know how to respond to a trade union access request.
What does this mean for brokers?
Brokers don't need to become employment law experts. But understanding the issues affecting clients can help them have broader conversations about the risks businesses face and the support available to manage them.
With several changes taking effect at the same time, this is a useful opportunity to encourage SME clients to consider whether they understand the new requirements and have taken appropriate steps to prepare.
Brokers can also remind eligible Markel policyholders that further guidance, policies, and templates are available through Business Hub, helping them review their arrangements and prepare for the changes.
