October 2026 employment law changes: five actions to take

October may feel some way off, but these changes require more than a quick policy update. Practice owners and managers should consider how harassment risks are identified and managed in everyday working life, as well as whether their records and processes are robust enough to support them if a concern arises.

Here are five practical steps every employer should take before October 2026:

1. Review and update your policies and procedures to ensure they reflect the new duty to take "all reasonable steps" to prevent sexual harassment.

   
   

2. Train all managers and staff on recognising, reporting and dealing with harassment, including how to respond appropriately if a concern is raised.

   
   

3. Carry out a risk assessment for the practice, considering situations such as lone working, out-of-hours treatment, staff social events and interactions with patients.

   
   

4. Introduce procedures for dealing with inappropriate behaviour from patients and other third parties, as an employer you will be expected to take steps to protect workers from third-party harassment.

   
   

5. Strengthen HR record keeping and management processes. With employment tribunal time limits increasing from three to six months, practices may need to retain relevant evidence for longer and respond to complaints raised further down the line. You may also need to review your data protection policies to ensure records are kept appropriately.

If these changes have raised questions about your current policies, training or HR processes, our team can help you understand what needs to change and put the right measures in place.

Through our Oracle HR & Employment Law Service, we provide practical, ongoing support to help dental practices prepare with confidence.

To find out how we can help, call 0330 088 2275 or email info@buxtoncoates.com.