Research category
Recruitment, talent, organisational development and workforce strategy.
From 1 October 2026, most Employment Tribunal time limits move from three to six months. For employers in Great Britain, the practical challenge is to resolve concerns credibly while evidence, relationships and management context are still recoverable.
The January 2027 change to ordinary unfair-dismissal protection is not a reason to accelerate probation exits. It is a test of whether employers can connect recruitment, onboarding, review and decision-making into a credible early-employment system.
The Employment Rights Act changes scheduled for 30 October 2026 make prevention a test of how work is designed at the customer, client and visitor interface—not merely whether an employer has a policy or annual training module.
From 30 October 2026, strengthened duties on sexual harassment and a new route for third-party harassment claims will test whether UK employers have designed prevention into frontline work, commercial relationships and management practice — not simply updated a policy.
AI use is rising while employer training investment remains below earlier levels. The UK challenge is to convert tools and learning into better-designed, measurable work—especially in SMEs.
AI is changing both the work juniors used to do and the systems used to select them. Employers risk creating a self-defeating loop if automation removes the very entry routes through which future capability is built.
