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Tuesday 20 October 2026 13:30:25 GMT
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না পাইলাম আমার ভালোবাসারে…!!😅💔#foryou #foryoupage @TikTok @TikTok Bangladesh
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A significant package of reforms under the Employment Rights Act takes effect across the UK on 30 October 2026. Whether you are a business owner navigating compliance, a team leader managing on-the-ground operations, or a worker looking to understand your rights, these updates introduce some of the biggest structural and cultural shifts we have seen in years. While the standard timeline for bringing a tribunal claim already doubled from three to six months earlier this October, the updates starting on the 30th completely alter day-to-day responsibilities in the workplace. Here are the three critical changes that everyone needs to be aware of right now: 🛡️ 1. The Upgrade to Sexual Harassment Protections The legal threshold for employers is being significantly upgraded. Up until now, organisations were required to take
A significant package of reforms under the Employment Rights Act takes effect across the UK on 30 October 2026. Whether you are a business owner navigating compliance, a team leader managing on-the-ground operations, or a worker looking to understand your rights, these updates introduce some of the biggest structural and cultural shifts we have seen in years. While the standard timeline for bringing a tribunal claim already doubled from three to six months earlier this October, the updates starting on the 30th completely alter day-to-day responsibilities in the workplace. Here are the three critical changes that everyone needs to be aware of right now: 🛡️ 1. The Upgrade to Sexual Harassment Protections The legal threshold for employers is being significantly upgraded. Up until now, organisations were required to take "reasonable steps" to prevent sexual harassment. From 30 October, that shifts to all reasonable steps. This means passive, written policies sitting on an intranet will no longer be enough. Businesses must actively assess risks and put proactive preventative measures in place. 👥 2. New Liability for Third-Party Harassment For the first time under these new rules, employers will become legally liable if their staff are harassed by third parties—such as customers, clients, contractors, or suppliers. The only way an organisation can avoid liability is if they can prove they had already taken all reasonable steps to prevent that specific third-party behaviour from happening. It is a massive shift that will require businesses to completely review their customer-facing policies. 📢 3. Expanded Trade Union Workplace Access Independent trade unions are being granted powerful new rights to request physical and digital access to workplaces. This applies regardless of whether the employer officially recognises a union, or if any of the staff are even members yet. There is a strict, short statutory timetable for responding to these access requests, representing a major cultural shift in how unions can engage with workers. Navigating these changing chapters can feel like a lot to take in, but understanding the legal landscape is the fastest way to protect your team and ensure a fair, supportive environment for everyone. ✨ If you are currently navigating these new updates in your workplace, how is your team preparing for the 30 October deadline? 👇 #ukcorporate #employmentlaw #workplacetrends #humanresources #employmentrights
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