1. Employment tribunal time limits to double
From 1 October 2026, the time limit for bringing most employment tribunal claims in Great Britain will increase from three months to six months. The change is part of the government’s wider employment law reforms and will bring the deadline for many claims closer to the existing time limit for statutory redundancy and equal pay claims.
The extension will apply to claims relating to acts or omissions taking place on or after 1 October 2026. Where the relevant workplace incident happened before that date, the current three-month limit will generally continue to apply. Special transitional rules will also apply to ongoing series of acts, such as a continuing course of discrimination.
For employers, the change could mean that disputes remain live for longer and that documents, investigation notes, meeting records and witness evidence need to be retained for an extended period. HR teams may also need to review internal escalation and record-keeping processes so that issues are dealt with promptly rather than being left unresolved.
2. Fair Work Agency publishes first delivery plan
The new Fair Work Agency has published its delivery plan for 2026–27, setting out how it intends to operate during its first year. Its priorities include simplifying compliance guidance, improving access to information, strengthening data-led enforcement and building stronger relationships with workers, employers and other organisations.
The agency also plans to prepare for the future transfer of National Minimum Wage enforcement, as well as supporting readiness around holiday pay. Its stated aim is not simply to penalise non-compliant employers, but to make it easier for businesses to understand their obligations and correct problems before they escalate.
However, the plan also signals a more joined-up enforcement model. The agency intends to use intelligence and data to identify risk and target enforcement activity, which may increase scrutiny of sectors where issues such as underpayment, exploitation or insecure work are more common.
3. Supreme Court strengthens protection for part-time workers
The Supreme Court has ruled in Augustine v Data Cars Ltd that part-time status only needs to be an effective cause of less favourable treatment under the Part-Time Workers Regulations. It does not need to be the sole reason, or even the main reason, for the treatment.
The case concerned a part-time private hire driver who was charged the same fixed weekly circuit fee as full-time drivers. Because he worked fewer hours, the cost represented a higher charge per hour. The Supreme Court’s ruling means that a worker may be protected where their part-time status materially contributes to the disadvantage, even if other factors also played a role.
The decision could affect how employers structure benefits, fees, bonuses, overtime, training access and other contractual arrangements. Employers should be cautious about applying apparently identical terms to full-time and part-time workers where the practical outcome is significantly less favourable for those working reduced hours.
4. Training repayment clauses ruled an unlawful restraint of trade
The Court of Appeal has considered, for the first time, whether contractual provisions requiring employees to repay training costs can amount to a restraint of trade. The case involved an employee who was required to reimburse training expenses after leaving the business. The court found that the repayment provisions went too far and were unenforceable.
Training repayment clauses are commonly used where an employer funds expensive qualifications or specialist courses. While employers may have a legitimate interest in protecting that investment, the repayment obligation must be carefully drafted. Problems can arise where the clause imposes a large repayment amount, applies for too long or fails to reduce the amount owed as time passes.
The judgment is a reminder that employers should not assume that a clause is enforceable simply because an employee signed the contract. The wording, purpose and practical effect of the provision will all be relevant.
5. Consultations launched on pay transparency and workplace monitoring
The government is consulting on wide-ranging reforms to equal pay and pay discrimination law. One proposal would require employers to publish pay information in job adverts or provide it in writing to candidates before interview where there is no advert.
The consultation also considers reintroducing a statutory questionnaire process for pay discrimination concerns, allowing hypothetical comparators in some equal pay cases, expanding tribunal powers to order equal pay audits and creating a new Equal Pay Regulatory and Enforcement Unit.
A second phase of the proposals looks at strengthening protection against race and disability-related pay discrimination and placing greater responsibility on organisations involved in outsourcing arrangements to uphold pay equality. The consultation is open until 27 October 2026, so the proposals are not law yet, but employers may want to start reviewing how salary ranges are set and communicated.
