Employment Rights Act 2025: Employment Tribunal Time Limits Extended to 6 Months

Employment law update: new 6 month time limit for most Employment Tribunal claims is now in force

A significant change to employment law is now in force. From 1st October 2026, the time limit for bringing most Employment Tribunal claims has increased from 3 months less 1 day to 6 months less one day.

The change forms part of the Employment Rights Act 2025 and is one of the most significant practical changes for employees and employers to be aware of this year. However, the new time limit does not apply retrospectively to every existing dispute. The date on which the relevant act, dismissal or other event occurred remains important.

What is the Employment Rights Act 2025?

The Employment Rights Act 2025 received Royal Assent on 18th December 2025 and is being introduced in stages throughout 2026 and 2027.

A number of significant employment law reforms have already taken effect, with further changes still to come.

Some of the key changes so far include:

· December 2025: the Strikes (Minimum Service Levels) Act 2023 was repealed.

· February 2026: further changes to trade union and industrial action law came into force.

· April 2026: Paternity Leave and Unpaid Parental Leave became day 1 rights, Statutory Sick Pay was reformed and other employment protections were strengthened.

· April 2026: the new Fair Work Agency began operating.

· 1st October 2026: the time limit for most Employment Tribunal claims increased from 3 months less 1 day to 6 months less 1 day.

There is more to come. From 1st January 2027, the qualifying period for ordinary unfair dismissal will reduce from 2 years to 6 months, alongside other changes to unfair dismissal law.

What has changed?

Previously, most Employment Tribunal claims had to be brought within 3 months less one day of the relevant act or event.

This applies to claims including unfair dismissal, discrimination, unlawful deductions from wages and many other employment related claims.

From 1st October 2026, the time limit for most claims has increased to 6 months less 1 day.

Which time limit applies to my claim?

The answer depends on when the relevant event happened. The new 6 month time limit generally applies where the relevant act, conduct or failure occurred on or after 1st October 2026.

For example, if an employee is dismissed on 1st October 2026, the usual Employment Tribunal deadline will be 31st March 2027, subject to the rules concerning ACAS Early Conciliation.

If the relevant event occurred before 1st October 2026, the previous 3 month time limit will generally continue to apply.

There are also different rules for certain types of claim, so it is important not to assume that the 6 month period applies automatically.

What about ongoing discrimination or a series of events?

Some employment disputes involve a continuing act or a series of related events, rather than 1 isolated incident. For example, a discrimination claim may involve several incidents over a period of time. In those circumstances, the relevant date may be the date of the most recent act forming part of the claim. This can make calculating the limitation period particularly complicated.

If you are unsure when your Employment Tribunal deadline expires, it is important to obtain advice as soon as possible.

ACAS Early Conciliation still applies

The extension of the Employment Tribunal time limit does not remove the requirement to notify ACAS before bringing most Employment Tribunal claims.

ACAS Early Conciliation is a free service designed to give employees and employers an opportunity to resolve an employment dispute without going to Tribunal.

Importantly, notifying ACAS can pause the running of the Tribunal time limit, provided ACAS is notified within the applicable limitation period.

The period available for Early Conciliation has also increased from 6 weeks to up to 12 weeks.

The interaction between the 6 month limitation period and ACAS Early Conciliation can therefore be important when calculating the final date for bringing a claim.

Do not assume that you have 6 months to take action without first checking the exact deadline that applies to your circumstances.

What does this mean for employees?

The new 6 month time limit gives employees more time to consider their options before bringing an Employment Tribunal claim.

It may provide additional time to:

· obtain legal advice;

· raise a grievance;

· consider an appeal;

· gather relevant documents and evidence;

· explore settlement; and

· consider whether an Employment Tribunal claim is appropriate.

However, more time does not mean you should delay taking advice.

Employment disputes can become more difficult to deal with as time passes. Documents may be harder to locate, witnesses' recollections may fade and important evidence may become more difficult to obtain. If you believe you may have an employment law claim, early legal advice remains important.

What does this mean for employers?

Employers should also be prepared for the practical impact of the extended Employment Tribunal limitation period.

There may be a longer period during which an employee can bring a claim, meaning employers should consider how they manage and retain employment records.

Employers should consider:

· retaining relevant emails, meeting notes, HR records and performance documentation for an appropriate period;

· ensuring disciplinary, grievance and performance procedures are followed consistently and fairly;

· dealing with grievances promptly;

· documenting important employment decisions clearly; and

· reviewing employment policies and procedures in light of the wider Employment Rights Act 2025 reforms.

The increased limitation period also makes it particularly important for employers to seek advice promptly when a potential employment dispute arises.

Further employment law changes coming in 2027

The extension of Employment Tribunal time limits is only one part of the wider Employment Rights Act 2025 reforms.

One of the most significant changes coming next is the reduction of the qualifying period for ordinary unfair dismissal claims.

From 1st January 2027, most employees will be able to bring an ordinary unfair dismissal claim after 6 months' service, rather than the current 2 year qualifying period.

The existing day one protections for discrimination and automatically unfair dismissal remain unaffected.

The compensatory award cap for unfair dismissal will also be removed from 1st January 2027.

Employers should therefore be reviewing their HR procedures now rather than waiting until the new unfair dismissal rules come into force.

Need advice about an Employment Tribunal claim?

The new 6 month time limit is a significant change but Employment Tribunal deadlines remain strict and the rules can be complicated.

If you are an employee considering an employment law claim, or an employer concerned about a potential Employment Tribunal claim, our Employment Law team can advise you on the applicable time limit and the options available to you.

Contact our Employment Law solicitors for advice as soon as possible on 01992 422 128 or by email to info@ghsolicitors.co.uk