1. Increased Employment Tribunal Time Limits

From 1 October 2026, the time limit for bringing most Employment Tribunal claims will increase from three months to six months. The extended period will apply where the relevant act giving rise to the claim occurs on or after 1 October 2026; if the relevant date of the act falls before 1 October, then the existing three-month time limit remains in force.

For employers generally, this means a longer period of uncertainty following dismissals, grievances and workplace disputes. In sport, where more terminations may happen at the end of a season, dismissed employees (e.g. coaching staff) may now be able to wait longer during the off-season to see whether they land a new job before deciding to bring a claim.

Alongside the upcoming January 2027 reforms to the unfair dismissal regime (which will lift the compensation cap and reduce the qualifying period of service required to bring unfair dismissal claims) and the increasing use of AI by employees to construct grievances and claims, employers should expect a higher number of claims. According to the Employment Tribunal’s own statistics, cases have already increased by 51% over the last year alone. More than ever, employers should ensure HR investigations are thorough and accurate records (e.g. disciplinary/grievance files) are retained and readily accessible for an extended period.

2. Third-Party Harassment: Increased Liability for Employers

From 30 October 2026, employers will be liable for harassment of workers by third parties, unless they can demonstrate they took “all reasonable steps” to prevent it. For employers in sport, where staff regularly interact with members of the public both in-person and online (e.g. fans and spectators, sponsors, suppliers, contractors and other visitors), this represents a significant increase in risk exposure.

Whilst further guidance may follow on what “all reasonable steps” might look like, employers in sport can start to prepare by reviewing spectator and fan codes of conduct, ticketing terms and conditions, reporting procedures and incident management processes. Behavioural standards and anti-harassment obligations should also be incorporated into supplier, sponsor and commercial partner arrangements. As ever, robust record-keeping will be critical in demonstrating compliance if a claim arises.

3. Sexual Harassment: A Higher Standard for Employers

From 30 October 2026, employers must take “all reasonable steps” to prevent harassment, replacing the current requirement to take only “reasonable steps”. Whilst only an addition of one word, it does set a higher bar for employers to be more pro-active in preventing sexual harassment. Key actions that organisations should take in preparation include:

• Conducting regular harassment risk assessments. In sporting environments, these risks may be different than in conventional workplaces, with unique power imbalances between players, coaches and support staff;
• Updating anti-harassment and grievance policies;
• Delivering refresher training to staff and managers;
• Reviewing whistleblowing, reporting and investigation procedures (particularly in higher-risk environments such as overseas competitions, training camps and hospitality events); and
• Maintaining records of preventative measures and responses to complaints.

4. Trade Union Reforms

A package of trade union reforms will take effect on 30 October 2026, including new rights for independent trade unions to access workplaces, both in person and virtually, to communicate with workers. Additional changes include earlier union access during recognition campaigns, enhanced protections for workplace representatives and expanded rights linked to industrial action.

These reforms are likely to be most relevant to operational workforces within sport, including stadium, grounds, facilities, catering and production staff. Employers should review employment contracts, staff handbooks, induction materials and HR policies to ensure they reflect the new legal requirements and that managers understand how workplace access requests should be handled.

With less than a month until implementation, sports employers should be reviewing policies, training programmes and working practices now to ensure they are prepared for the increased scrutiny and obligations that October 2026 will bring.

Feel free to get in touch with us if you have any questions ahead of the changes.