UK Tribunal Time Limits Changed on Oct. 1: Which Claims Get Six Months?

Most UK employment tribunal claims based on a relevant workplace problem on or after October 1, 2026 now have a time limit of six months minus one day. A relevant date before October 1 usually keeps the previous three-month-minus-one-day limit. The exact result depends on the kind of claim and the event date, so a single calendar example cannot calculate every case.

Acas guidance gives examples; the commencement regulations set the transition. The change is part of the Employment Rights Act 2025. Acas still says a worker's first step before making most tribunal claims is to notify Acas within the applicable time limit.

Find the relevant date first

Acas says that, in most cases, the time limit begins when the workplace problem happened. The event used to start the clock depends on the claim. For unfair dismissal, it usually starts on the last day of the notice period, or on the dismissal date if no notice was given. A pay claim usually starts on the date the worker was not paid correctly. For discrimination, Acas says the relevant date is the most recent act of discrimination included in the claim.

One employment situation can involve more than one legal claim. Acas gives unfair dismissal and discrimination as examples of claims with different time-limit rules. A worker who is considering several claims should identify the date for each one rather than assume a single event starts every clock.

For a series of similar acts or failures, the commencement regulations set the relevant date at the last act or failure in the series. Other statutory complaints use a date defined for that specific claim. For example, the regulations specify payment dates for certain payment-related complaints. The date a manager hears about a problem may not be the date that starts the tribunal clock.

Acas's examples show the difference. A worker paid the wrong amount on September 30, 2026 has a three-month-minus-one-day limit ending at 11:59 p.m. on December 29. If the underpayment happened on October 1, the six-month-minus-one-day limit ends at 11:59 p.m. on March 31, 2027. The examples use the date of the pay problem, not the date the worker later raises it with HR.

Consider a hypothetical worker who was underpaid on September 30 and later dismissed after a notice period ending on October 2. The pay claim uses the underpayment date; an unfair-dismissal claim usually uses the last day of notice. Because those dates fall on different sides of the transition, the worker could have different limits for the two claims. A later HR meeting does not automatically control either date.

Acas says working out a time limit can be complex when there have been multiple incidents or the problem is still happening.

What the transition does and does not change

The longer limit applies when the claim’s relevant date is on or after October 1. A completed workplace event whose relevant date remains before October 1 stays under the previous period even if the issue is unresolved. For a series of similar acts, the transition regulations use the last act as the relevant date; some Equality Act claims use the end of conduct extending over a period. Internal grievance, disciplinary or appeal procedures do not change the tribunal time limit, Acas says.

Some claims already had six months minus one day before October. Acas lists statutory redundancy pay, equal pay, certain claims against a trade union and certain claims involving armed forces members. The October change therefore changes the period for many claims, while the law still contains categories with their own timing.

Scotland has a separate start date for breach-of-contract claims. Acas says those claims move to six months minus one day on November 9, 2026. A relevant date before November 9 generally remains subject to the previous three-month-minus-one-day period; a date on or after November 9 uses six months.

In Northern Ireland, the extension applies only to industrial tribunal claims under three instruments: the National Minimum Wage Act 1998; the Merchant Shipping (Maritime Labour Convention) (Hours of Work) Regulations 2018; and the Civil Aviation (Working Time) Regulations 2004. Business.gov.uk's time-limit guidance lists these categories. The change is not a general extension for every Northern Ireland tribunal claim.

Interim relief is a separate procedure for some automatically unfair dismissal claims, and only employees may apply. Acas lists eligible grounds including whistleblowing; health-and-safety representative or pension-trustee duties; specified employee-representative and trade-union activities; companion rights in certain meetings; and trade-union blacklisting. Agency workers, casual workers and people on zero-hours contracts are not likely to have employee status. At the hearing, the tribunal considers whether the employee has a 'pretty good chance' of winning, a higher threshold than 'more likely than not'.

An application must be made to the tribunal within seven days of the effective date of termination (ETD), usually the last day of notice or the dismissal date if no notice was given. Acas notification is not required when an employee applies for interim relief with an unfair-dismissal claim alone; any other claim submitted at the same time still requires Acas notification. If granted, relief may mean reinstatement, re-engagement in an alternative role, or continuation of the contract with pay until the main hearing. See Acas's interim-relief guidance.

How early conciliation affects the clock

Acas offers early conciliation after a worker notifies it of a potential employment tribunal claim. A conciliator speaks separately with the worker and employer to see whether they can reach an agreement. Acas says the tribunal time limit pauses from notification until early conciliation ends, provided the worker notified Acas within the applicable time limit.

That pause is tied to Acas notification. A grievance, appeal or discussion with a manager does not pause the clock. If a worker is still using an internal process, the date for notifying Acas may continue to run.

Acas says a claim can still be submitted after the time limit has passed, but a judge decides whether to accept it and most time limits are strictly enforced. The possibility of a late claim is not a safe substitute for calculating the date on time. Acas guidance can explain the process, and the service says a worker may need legal advice to work out an exact limit.

These notes support a deadline check; they do not calculate whether an individual claim is in time or likely to succeed.