If you are dealing with an unfair dismissal, unpaid wages or discrimination at work, you now have more time to consider taking legal action. From 1 October 2026, the deadline for most employment tribunal claims in Great Britain increased from three months less one day to six months less one day.
But the deadline still depends on when the problem happened and the type of claim.
What has changed?
The change was introduced by the Employment Rights Act 2025 and brought into force by the commencement and transitional regulations. The Employment Tribunal (Extension of Time Limits) Regulations 2026 also updated the rules for certain other claims.
The new six-month limit covers many common complaints, including unfair dismissal, workplace discrimination and unlawful deductions from wages. However, it does not automatically apply to older disputes. Generally, the relevant event must have happened on or after 1 October 2026. Where a complaint involves a continuing series of acts, the date of the last act may be important.
The change primarily applies to Great Britain; Northern Ireland has separate rules, with limited exceptions.
How do you work out your deadline?
For most claims under the new rule, add six calendar months to the relevant date and subtract one day.
For example:
- Incorrect wages paid on 1 October 2026: the normal deadline is 31 March 2027.
- Incorrect wages paid on 30 September 2026: the old three-month deadline applies, ending on 29 December 2026.
For unfair dismissal, the clock generally starts when employment ends; for unpaid wages, when payment was due. A series of discriminatory incidents can make calculation more complicated.
Equal pay and statutory redundancy claims already had six-month deadlines. Certain interim-relief applications, however, have just seven days.
There is also a Scottish exception: the six-month period for employment tribunal breach-of-contract claims takes effect on 9 November 2026, rather than 1 October. The relevant date for this change is generally when the employment contract ended.
What about ACAS early conciliation?
Before starting most tribunal claims, you must notify ACAS within the applicable deadline. ACAS offers early conciliation, a free chance to settle without a hearing.
If you notify ACAS in time, the tribunal time limit is paused while early conciliation is dealt with. After the process ends and you receive your certificate, you will normally have at least one month to submit your claim. This does not mean the clock resets to a fresh six months.
Early conciliation can last up to 12 weeks. ACAS also currently warns that its busy service may take around nine weeks to assign a conciliator. The safest approach is to act early and check the date carefully.
Remember: submitting a grievance, waiting for an appeal or negotiating privately with your employer does not stop the tribunal clock.
What should employees do now?
You have more time to seek advice, but records can disappear and memories fade. So:
- Write down the dates. Record what happened, who was involved and when.
- Keep your evidence. Save relevant emails, messages, payslips, letters and meeting notes.
- Check the type of claim. Different complaints can have different starting dates or exceptions.
- Contact ACAS early. Do not wait for an internal grievance or appeal to finish if your deadline is approaching.
If the dispute remains unresolved, you can make an employment tribunal claim online.
What does this mean for employers?
Employers may now face claims over older events, making record-keeping even more important.
Review how long you retain HR documents, emails and messages. Investigate grievances promptly, take accurate meeting notes and preserve relevant evidence when a dispute becomes likely. It is also worth checking staff handbooks, settlement templates and manager training so they reflect the new deadlines.
Our HR consultancy and management services can help with these preparations.
Are more employment law changes coming?
Yes. From 1 January 2027, the qualifying period for ordinary unfair dismissal protection is due to fall from two years to six months, and the statutory cap on compensatory awards is due to be removed for dismissals from that date. These are separate changes from the tribunal filing deadline.
Frequently asked questions
Can I use the six-month limit for something that happened before October 2026?
Generally, no. The previous deadline still applies where the legally relevant date was before 1 October, subject to claim-specific rules.
What if I miss the deadline?
You may still be able to submit a claim, but a tribunal will only extend time where the relevant legal test is met. Extensions are not guaranteed, so seek advice urgently.
Does contacting ACAS guarantee an extra six months?
No. Timely notification pauses the limitation clock, and the final filing date must be calculated under the statutory rules.
Need help with an employment dispute?
When a dispute involves several incidents, deadlines can be confusing.
Explore our employment law advice services or our UK Employment Law practice.
Our team can guide you through the process and help you understand your options. Contact us now