Dismissed this year? New rules give you longer to act

If you have lost your job this autumn, the law has just moved in your favour. Since 1 October 2026, most people who want to bring an employment tribunal claim have six months to do so, not three. It is one of the most important changes for dismissed employees in years, and it is worth understanding exactly what it means for you.

What has changed

Under the Employment Rights Act 2025, the ordinary deadline for bringing most tribunal claims has doubled. The new limit covers the claims that matter most when a job ends: unfair dismissal, discrimination, whistleblowing, unpaid wages and, in England and Wales, breach of contract claims arising on termination. Strictly, the deadline is six months less one day from the relevant date.

Take a simple example. Your employment ended on 15 October 2026. Under the old rules you would have had until 14 January 2027. Under the new rules you have until 14 April 2027.

Does it apply to you?

This is where people go wrong. The six month limit applies only where the relevant date falls on or after 1 October 2026. For a dismissal, that is usually the date your employment actually ended, which may be the last day of your notice period rather than the day you were told.

If your employment ended before 1 October 2026, the old three month limit still applies. The new rules do not revive claims that had already run out of time. So if you were dismissed in the spring or summer of this year, do not assume you have longer. Your deadline may be very close, or may already have passed. Find out now.

Acas comes first

Before you can issue a claim, you must contact Acas and go through early conciliation. This is free and it pauses the clock while it runs. But you must start it within your time limit, and the rules on how the pause works are technical. A miscalculation here is one of the most common reasons good claims fail.

Longer is not a reason to wait

Six months sounds generous. It is not an invitation to delay. Memories fade, emails are deleted and witnesses move on. Tribunals have only a narrow power to hear claims brought late, and they use it sparingly. Above all, early advice very often produces a settlement without a hearing at all. The employee who acts promptly negotiates from strength.

More change on the way

The reforms do not stop here. From 1 January 2027, the qualifying period for unfair dismissal is due to fall from two years to six months, bringing many more employees within the law’s protection. If you are unsure whether you qualify, ask us.

Speak to Hunter Lawyers

If you have been dismissed, or believe you have been treated unfairly at work, the single most valuable thing you can do is take advice quickly. Our employment team at our Chester office will tell you plainly where you stand, what your deadline is and what your claim may be worth.

Call us on 01244 960680 or email info@hunterlawyers.co.uk today.

This article is general information and is not legal advice. Time limits depend on your individual circumstances, so please contact us for advice on your situation.