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At present, most claims in the Employment Tribunal must be brought within three months less one day from the date of the act complained of. This relatively short deadline applies to many common workplace claims, including unfair dismissal, discrimination, harassment and unlawful deductions from wages.
However, this is set to change. Under the UK government’s recent employment law reforms, the standard time limit for bringing most Employment Tribunal claims will increase from three months to six months, with the change expected to take effect from October 2026.
For employees, this represents a significant extension of time to consider their options and seek legal advice before starting formal proceedings.
What is the current time limit for tribunal claims?
Currently, the general rule is that a claim must be lodged within three months less one day of the relevant act, such as the date of dismissal or the last act of discrimination. Missing this deadline can prevent a claim from proceeding, unless the tribunal decides an extension is justified under limited legal tests.
Before issuing a claim, individuals must also notify ACAS and take part in Early Conciliation, which temporarily pauses the limitation period while settlement is explored.
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What will change in October 2026?
From October 2026, the standard limitation period for most Employment Tribunal claims will double to six months.
The change forms part of wider reforms introduced through the Employment Rights Act 2025, aimed at strengthening workplace protections and improving access to justice.
The extended timeframe is intended to give workers more opportunity to:
- obtain legal advice
- gather evidence and documents
- attempt internal resolution or grievance procedures
- decide whether to pursue a formal claim
For individuals dealing with the stress of dismissal or workplace discrimination, the additional time could make a meaningful difference.
What does this mean for employers?
While the change may make it easier for employees to pursue claims, it also means a longer period of potential legal exposure for employers.
Claims may arise many months after the underlying event, which makes good record-keeping and timely investigations even more important. Employers should ensure that disciplinary records, grievance outcomes and witness accounts are properly documented and retained.
A reminder: Deadlines still matter
Although the new rules will extend the time limit to six months, tribunal deadlines will remain strict. Claimants should still seek advice as soon as possible to avoid missing the relevant limitation period.
If you believe you may have a potential claim—or if you are an employer facing one—taking early legal advice remains the best way to protect your position.