From 1st October 2026, the ordinary time limit for bringing most employment tribunal claims in Great Britain increased from three months to six months. For the usual claims covered by the change, this means six months less one day, subject to the rules on Acas Early Conciliation. The longer deadline gives claimants more time to consider their position, seek legal advice and, where appropriate, bring a claim. It is also important for employers, as potential disputes may remain live for longer.
Earlier disputes and different types of claim
The longer deadline does not automatically apply to every historic dispute. Generally, the new limit applies where the legally relevant date falls on or after 1st October 2026. Where that date falls earlier, the previous limit may still apply.
The relevant date depends on the type of claim. For unfair dismissal, it will usually be the effective date of termination. Discrimination and unpaid wages claims have different rules: where the applicable legal requirements are met, continuing discriminatory conduct or a series of deductions may affect the relevant date. It is therefore important not to assume that every earlier incident must be considered separately.
There are also exceptions to the commencement date. For employment tribunal breach of contract claims in Scotland, the six-month limit applies where the termination giving rise to the claim occurs on or after 9th November 2026.
Not every tribunal application has a six-month deadline. The particular claim and any applicable transitional rules must always be checked.
Acas Early Conciliation still applies
Before bringing most employment tribunal claims, claimants must notify Acas and obtain an Early Conciliation certificate, unless an exemption applies. However, participation in conciliation negotiations is voluntary: neither party has to negotiate or agree a settlement.
Acas Early Conciliation can affect how the tribunal deadline is calculated. Claimants should notify Acas within the applicable time limit and should not simply assume that they have six months from the date of the dispute to submit their claim. Starting Early Conciliation after a deadline has expired does not automatically revive the claim.
An internal grievance, disciplinary procedure or appeal does not, by itself, stop the tribunal time limit from running. Employees should not wait for an internal process to finish before checking their deadline.
What should employees and employers do?
For employees, the longer deadline provides additional time, but it remains important to seek advice promptly. The correct deadline can depend on the claim, the relevant dates, the transitional rules and the effect of Acas Early Conciliation.
For employers, now is a good time to review policies, HR guidance and template documents that refer to the old three-month limit. Those references should be checked for claim-specific accuracy, rather than simply replacing every reference to three months with six months.
The key message is that the six-month limit is an important change, but it is not a universal deadline. The type of claim, the legally relevant date and the effect of Acas Early Conciliation still need to be considered.
This article is for general information only and does not constitute legal or professional advice. Please note that the law may have changed since this article was published.
