The law has changed today: What employers need to know about preventing sexual harassment

The legal landscape around workplace sexual harassment has changed today. From 30 October 2026, employers must take all reasonable steps to prevent sexual harassment of their employees. New legal provisions also strengthen employers’ responsibilities in relation to harassment by third parties.

For employers, this is more than a change in wording. It reinforces the need to move beyond policies and training alone and demonstrate meaningful, effective action to prevent harassment and create safer workplaces.

From “reasonable steps” to “all reasonable steps”

Since 26 October 2024, employers have had a positive legal duty to take reasonable steps to prevent sexual harassment. Today, the Employment Rights Act 2025 strengthens this duty, requiring employers to take all reasonable steps.

In practice, organisations need to understand their specific risks, implement appropriate preventative measures and continually review whether their approach is effective.

Employers should be asking:

• Where could sexual harassment occur within our organisation?
• Are employees confident raising concerns?
• Do managers have the knowledge and skills to respond effectively?
• Are our policies and training making a difference in practice?
• Can we demonstrate that we have taken all reasonable preventative steps?

 
Having a policy or completing annual training does not necessarily mean an organisation is doing enough. Prevention requires ongoing risk assessment, employee engagement, effective reporting processes and evaluation of the measures in place.

Third-party harassment: What has changed?

From today, new provisions also address harassment by third parties, such as customers, clients, contractors and members of the public.

Employers must consider where employees may experience harassment as part of their work and whether they are taking all reasonable steps to prevent it.  This means reviewing workplace risks, reporting arrangements, staff support and the practical measures needed to protect employees in their particular working environment.

Is your organisation doing enough?

The key question is no longer simply, “Are we compliant?” It is: “Can we demonstrate that we understand our risks, are taking all reasonable preventative steps and are continually evaluating whether our approach works?”

Understanding your starting point is essential. A structured risk assessment can help identify gaps, highlight vulnerabilities and establish where further action may be needed.

How LimeCulture can support you

At LimeCulture, we work with organisations of all sizes to identify risks, strengthen preventative measures and develop practical approaches to preventing sexual misconduct and creating safer cultures.

Our FREE Employers Sexual Harassment Risk Assessment provides an opportunity to review your current approach and identify areas where further action may be needed: