Employees who believe they have been dismissed unfairly, discriminated against or underpaid now have six months rather than three to launch a tribunal claim, according to Daily Business. The change came into force on 1 October under the Employment Rights Act 2025 and covers Great Britain; in Scotland, the same six-month window applies to breach of contract cases from 9 November.
Key points
- Longer window — most claims, including unfair dismissal and discrimination, can be lodged within six months.
- Which rules apply — the new limit covers acts on or after 1 October 2026; older disputes may still fall under the three-month rule.
- Acas still first — early conciliation remains a required step for most claims and can pause the clock.
- More changes ahead — from January 2027 the unfair dismissal qualifying period drops to six months and the compensation cap goes.
The old deadline was widely seen as too tight. People who lose a job often spend the first weeks hunting for work and steadying their finances, while internal grievances and appeals can run on for months. The pressure of the clock also pushed some staff into lodging claims early to protect their position, even where a negotiated exit might have been possible.
Further reforms on the way
Other changes accompany the extended deadline. Starting 30 October, employers are required to do everything reasonably possible to stop sexual harassment, and they may be liable when customers harass staff unless they can demonstrate compliance. Beginning 1 January 2027, the unfair dismissal qualifying period drops from two years to six months, compensation ceases to be capped, and dismissals that rehire people on inferior terms are automatically unfair in most cases. Since April, statutory sick pay has applied from day one of sickness, and paternity leave is now available from day one of employment.
Employment lawyers expect more claims overall, especially once the shorter qualifying period begins. For workers, the advice is not to delay: emails, payslips and notes are easier to collect while memories are fresh. Anyone offered a settlement agreement should take independent legal advice, since such deals waive most claims and are only valid with it.
What it means in practice
The extra breathing space is useful, but it does not remove the need to act promptly. Paperwork and recollections fade, and any dispute that started before the cut-off may still be governed by the old three-month rule, so it is worth checking which deadline applies before doing anything else.
- Keep records now — save messages, payslips and notes of meetings as soon as a problem arises.
- Check your dates — the new limit only covers acts from 1 October 2026; earlier issues may be out of time.
- Get advice before signing — a settlement agreement normally waives your right to claim, and independent legal advice is required for it to be valid.
