This section of the site summarises some changes not yet in force, and proposed changes to disability discrimination law. The changes do not necessarily apply to Northern Ireland.
Third party harassment
The Employment Rights Act 2025, from 30th October 2026, expressly allows Equality Act (EqA) claims against one’s employer if it permits harassment by third parties, such as by customers. See Third party harassment change.
Unfair dismissal
The Employment Rights Act 2025 will reduce the qualifying period for unfair dismissal to six months, and remove the cap on the compensatory award for it. See Unfair dismissal rights after six months, and removal of compensation cap.
EqA rights already apply from day one, and indeed before employment as regards recruitment, and there is no cap on EqA compensation.
Extension of time limit for employment tribunal claims
The time limit for employment tribunal claims is extended to six months, from October 2026, again under the Employment Rights Act 2025. See Extension of time limit for employment tribunal claims.
Non-disclosure agreements
The Employment Rights Act 2025 will largely ban non-disclosure agreements relating to discrimination or harassment within the EqA. See Non-disclosure agreements.
Employment status
The Labour government intends to consult on moving towards a single status of worker, differentiating between workers and the genuinely self-employed. See Employment status proposals.
Equality (Race and Disability) Bill
The government proposes to introduce a new Bill on pay gap reporting and equal pay rights in relation to disability. See Equality (Race and Disability) Bill.
Socio-economic duty
The Labour government proposes to bring the socio-economic duty into force in England. See Socio-economic duty proposal.
Combined discrimination
The Labour government proposes to bring into force s.14 EqA. See Combined discrimination?
Retained EU Law Act
This Act is altering the position of EU law in Britain. It creates uncertainty, and may well reduce Equality Act (EqA) protection in certain areas. However regulations preserve some parts of EU case law on the EqA. The Labour government has “frozen” section 6 – this was to take effect from October 2024 but is still not in force. More: Retained EU law Act 2023.
Costs protection in non-employment discrimination claims
The government has issued a call for evidence to help it decide whether costs protection should be extended to (non-employment) discrimination claims. More: Costs protection in non-employment discrimination claims.
Enforcement: other proposals
See Enforcement of Equality Act: other proposals relating to various older proposals on enforcing the EqA.
