From 30 October 2026, employers face strengthened duties under sexual harassment law to take ‘all reasonable steps’ to prevent workplace sexual harassment and to consider harassment by third parties.
In this article, we outline what this means in practice and focus on the practical steps organisations can take, including reviewing policies, assessing risks, training managers and employees and improving reporting procedures. With the changes to sexual harassment law now in effect, employers should review their existing arrangements and ensure their organisation is meeting its responsibilities.
What Does ‘All Reasonable Steps’ Mean in Practice?
Employers already had a legal duty to take reasonable steps to prevent sexual harassment. The new requirement raises the bar, placing greater emphasis on taking proactive, effective action to prevent harassment before it occurs.
This means organisations should not simply rely on having a sexual harassment policy in place. They need to consider the risks within their organisation, take appropriate preventative measures and be able to demonstrate that these steps are being implemented and reviewed. The new duty also extends to considering sexual harassment from third parties, such as customers, clients, contractors, visitors and members of the public.
What Should Employers be Doing Now?
To meet the strengthened requirements of sexual harassment law, employers should consider the following practical steps:
Review Policies
Ensure your sexual harassment policy and dignity at work policies are up to date, clearly communicated and explain unacceptable behaviour and how concerns will be handled.
Assess Workplace Risks
Identify situations where workplace sexual harassment could occur, considering factors such as lone working, work-related social events and customer-facing roles. Employers can also refer to the EHRC’s guidance on preventing sexual harassment at work for further advice.
Training for Managers and Employees
Make sure everyone understands what sexual harassment looks like, what their responsibilities are and how they can challenge inappropriate behaviour or raise concerns. Managers should also know how to respond appropriately to complaints.
Improve Reporting Procedures
Provide clear, accessible ways to report concerns, ensure complaints are taken seriously and explain how they will be investigated and addressed.
Address Third-Party Harassment
Consider how employees will be protected from inappropriate behaviour by customers, clients and other people they may encounter through the workplace. Ensure staff know how to report incidents and what support is available.
Monitor and Review
Keep records of training, complaints and actions taken. Review your approach regularly to identify patterns, address weaknesses and check that preventative measures are effective.
For further guidance, download our guide to preventing sexual harassment in the workplace, which outlines steps employers can take to prevent and address harassment.
Why Training is an Essential Part of Prevention
Effective training helps employees recognise workplace sexual harassment, understand the behaviour expected of them and know what to do if concerns arise. It also helps managers understand their responsibilities and respond appropriately when issues are raised.
Our eLearning portal offers a flexible and affordable way to support your organisation’s training needs, allowing employees to complete interactive courses at a time that suits them. With over 170 CPD-certified, bite-sized courses to choose from, including one on ‘Preventing Sexual Harassment in the Workplace’, the portal offers a practical way to help build awareness and support a safer, more respectful workplace. Courses cost just £25 per employee per course, with discounted bundles available.
Is Your Organisation Ready?
The strengthened requirements are an important reminder that preventing workplace sexual harassment requires more than policies alone. Employers should take a proactive approach, supported by appropriate training, an up-to-date sexual harassment policy, effective reporting procedures and regular reviews of workplace risks. Where an employee successfully brings a sexual harassment claim and the employer has breached its preventative duty, an Employment Tribunal can increase compensation by up to 25%.
Need Help Making Sure Your Organisation is Prepared?
EML provides practical HR and employment law support to help employers review their arrangements, understand their responsibilities under sexual harassment law and take steps towards a safer workplace. Book a no-obligation call to discuss your organisation’s needs, or book a HR audit to review your existing HR policies and procedures. Alternatively, if you prefer to speak to a member of the team direct, please call 01942 727200 or email enquiries@employeemanagement.co.uk.
