October is closer than you think…

By Sarah Buxton

With further employment law reforms arriving in October 2026, Sarah Buxton explains why dental practices should look beyond policies and treat preparation as part of good leadership, a healthy culture and a well-run practice.

The pace of employment law reform shows no signs of slowing down. Following the significant changes introduced in April 2026, a further package of reforms will take effect in October 2026. These changes will place additional responsibilities on employers and are particularly relevant for dental practices, where teams work closely together, regularly interact with patients and often operate in busy, high-pressure environments.

For practice owners and managers, this is not simply another compliance exercise. These reforms will require a proactive review of workplace culture, staff training, policies and management practices.

What is changing in October 2026?

The main changes dental practices need to be aware of are:

• Longer employment tribunal time limits: From 1 October, the time limit for bringing most employment tribunal claims will increase from three to six months. Practices may therefore need to retain evidence and manage potential complaints for longer.

  
  

• A stronger duty to prevent sexual harassment: From 30 October, employers will be required to take “all reasonable steps” to prevent sexual harassment, strengthening the existing duty to take “reasonable steps”.

  
  

• Protection from third-party harassment: Employers will have a new obligation not to permit employees to be harassed by third parties. For dental practices, this could include patients, suppliers and contractors.

  
  

• Further trade union rights: A number of reforms will strengthen trade union access and protections, including a new duty to inform workers of their right to join a trade union.

  
  

Preparation should start now

My advice is simple: don’t wait until October.

The most successful dental practices tend to treat employment law compliance as part of good leadership rather than a box-ticking exercise.

The opportunity beyond compliance

Most dental practice owners and managers already work incredibly hard to create positive environments for their teams. The October 2026 reforms are not intended to catch good employers out. Rather, they are designed to encourage employers to take a more proactive approach to workplace culture and employee wellbeing.

For dental practices, the message is clear. Policies sitting untouched in a drawer will no longer be enough. Employers will need to demonstrate that they have actively considered risks, trained staff, addressed inappropriate behaviour and created a workplace where people feel safe and supported.

Those practices that prepare now will not only reduce legal risk, they will strengthen staff retention, improve culture and enhance their reputation as employers of choice in an increasingly competitive recruitment market.

October may be the deadline, but the real opportunity starts now. By using the months ahead to look honestly at culture, leadership and everyday behaviour, practice owners and managers can make changes that feel considered rather than rushed – and build stronger practices in the process.

For a practical breakdown of the steps your practice should take, read our blog on what these changes actually mean for your practice.