Employment Law Changes for Farming Employers

Written by: Gemma Richards, HR Manager – HR Services at CXCS

Employment law is continuing to change, with several important reforms taking effect this autumn and further changes due in 2027.

For farming businesses employing permanent, seasonal or casual staff, there are a number of key dates to be aware of. From changes to Employment Tribunal time limits in October to strengthened duties around sexual harassment and new unfair dismissal rules from January, now is a good time to make sure your HR policies, procedures and management practices are up to date.

With different types of workers and often small teams to manage, understanding how the changes apply in practice will be important for many farm businesses.

Gemma Richards, HR Manager – HR Services at CXCS, looks at what’s changing, when the new rules take effect and the practical steps farming employers should be taking to prepare.

1^st October 2026 – Employment Tribunal claims: longer time limits

From 1^st October 2026, the time limit for bringing most Employment Tribunal claims will increase from three months to six months. In practice, the usual deadline will generally be six months minus one day, with the new time limit applying where the relevant time limit starts on or after 1^st October 2026.

This gives employees longer to bring a claim and makes good HR procedures and record keeping even more important for employers.

For farming businesses, where employment matters are often managed alongside the day-to-day demands of running the farm, it is important that conversations and decisions relating to employees are properly documented and that disciplinary, grievance, performance and other employment procedures are followed consistently.

30^th October 2026 – A stronger duty to prevent sexual harassment

From 30^th October 2026, employers will be required to take ‘all reasonable steps’ to prevent sexual harassment of their workers.

This strengthens the existing requirement to take ‘reasonable steps’ and places greater emphasis on employers being proactive rather than simply responding to an incident after it has occurred.

What constitutes ‘all reasonable steps’ will depend on factors such as the size of the business, the sector and the type of work employees carry out.

For a farming business, this could mean reviewing your policies, considering where and when employees could be at risk, making sure everyone understands what constitutes unacceptable behaviour and ensuring workers know how and to whom they can raise a concern.

Training should also be appropriate to the workplace, particularly for anyone who manages staff or may be responsible for dealing with a complaint.

30^th October 2026 – Harassment by third parties

Another significant change from 30^th October relates to harassment by third parties.

Employers could be liable if an employee is harassed by someone they come into contact with through their work, unless the employer has taken all reasonable steps to prevent it.

Third parties can include customers, clients, contractors and members of the public. This has particular relevance for farming and rural businesses, where employees may regularly work alongside or come into contact with:

• contractors and self-employed workers
• vets and other professional advisers
• hauliers and delivery drivers
• suppliers and customers
• visitors and members of the public
• people attending events or activities held on the farm.

Employers should consider who their workers interact with and whether there are particular circumstances that could increase the risk of harassment.

This could include employees working alone with third parties, travelling for work or staying away overnight. Lone contact with customers, clients or service users and work-related travel, including overnight stays, are among the potential risk factors employers should consider.

Businesses should also consider whether arrangements with contractors, suppliers and other third parties need reviewing so that expected standards of behaviour are clear.

1^st January 2027 – Unfair dismissal changes

A further significant change is due to take effect from 1^st January 2027.

Currently, employees generally need two years’ continuous service before they can bring an ordinary unfair dismissal claim. For dismissals from 1^st January 2027, the qualifying period will reduce to six months. The cap on compensatory awards for unfair dismissal will also be removed.

Some employment protections already apply without a qualifying period. This includes certain automatically unfair dismissal protections, while discrimination claims do not depend on an employee having six months’ service.

For farming employers, the changes make good recruitment and management practices increasingly important.

Probationary periods should be used effectively, with regular reviews and any concerns around conduct, performance or suitability identified, discussed and documented promptly rather than being allowed to continue.

Employers should also remember that an employee being in their probationary period does not remove their statutory employment rights.

What should farming employers be doing now?

With several changes approaching, it makes sense to start preparing rather than waiting until the new rules take effect.

Farming employers should consider:

• reviewing sexual harassment, bullying and harassment policies
• considering the particular harassment risks within the farm or rural business
• identifying the third parties employees regularly come into contact with
• considering whether arrangements with relevant contractors, suppliers and other third parties need reviewing
• making sure permanent, seasonal and temporary workers understand expected standards of behaviour
• ensuring employees know how and to whom they can report a concern
• reviewing staff induction and training
• making sure anyone responsible for managing staff understands their responsibilities
• checking disciplinary, grievance and performance procedures are up to date
• reviewing probationary processes ahead of the January unfair dismissal changes
• making sure probationary reviews are actually taking place and are appropriately documented
• keeping clear and accurate records of employment decisions and conversations.

Employers are being encouraged to prepare for the October harassment changes in advance, including reviewing policies, assessing risks, providing appropriate training and making sure workers have effective ways of reporting concerns.

Looking ahead to further changes in 2027

These are not the only employment law reforms on the horizon.

Further changes are expected during 2027, including reforms affecting zero-hours and low-hours contracts, flexible working and bereavement leave.

Some of the detail and implementation dates are still being developed, so farming employers will need to keep their HR practices under review as further guidance becomes available.

Preparing your farm business for change

Employment law is constantly evolving. Preparing ahead, reviewing your HR procedures and supporting anyone with responsibility for managing staff can help your business stay compliant and adapt with confidence.

Taking action now can also help identify gaps before the new requirements come into force, rather than waiting until an employee issue arises.

Need HR support?

Our HR team can help you review your existing policies and procedures, identify any changes that may be needed and prepare your farming business for the new requirements.

Speak to our HR team on 01981 590514 or email info@cxcs.co.uk.

You can also find out more about our Human Resources service on our website.

We handle the detail. You work efficiently.