Sexual Harassment Law is Changing – Is Your Business Ready?

As you may be aware, Sexual Harassment law changed last year. Employers now have increased responsibility regarding sexual harassment in the workplace.

Well things are changing again, and from October 2026, UK employers will face a new, higher legal duty in that you’ll need to take all reasonable steps to prevent sexual harassment at work – not just some.

This shift, introduced by the Worker Protection (Amendment of Equality Act 2010) Act 2023, applies to every employer, of every size. It’s no longer enough to have a policy hidden in a drawer. You’ll need to show how you’ve built prevention into your everyday operations.

Whilst it’s a little while away, it’s important to get these practices sorted now, especially in light of the upcoming festive season where incidences rise due to parties, extended customer interactions, hospitality etc.

What’s Changing

• ‘All’ reasonable steps: A higher bar than today’s reasonable steps standard, that word ‘all’ changes the law from passive to active obligations.
• Third-party harassment: Liability reintroduced for harassment by customers, clients, or other outsiders.
• Whistleblowing protection: From April 2026, sexual harassment complaints will count as whistleblowing – bringing stronger protections for staff.
  
  

What ‘All’ Reasonable Steps Could Look Like

There’s no one-size-fits-all checklist. But think about:

• Reviewing your harassment policy – is it up to date and relevant to your risks?
• Training managers and staff in a meaningful way (not just one-off online modules).
• Making policies visible – briefings, team meetings, clear reporting routes.
• Addressing risk factors like lone working, customer-facing roles, or late shifts.
• Documenting everything: policies, training sessions, incident responses.
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Why Documentation Matters

If a harassment claim arises, the burden shifts to you to show you took all reasonable steps.
Without records, you weaken your defence and could face uncapped compensation awards.

Simple Steps for SMEs

• Develop a one-page plan to review annually.
• Keep your policy short, clear, and actively discussed with staff.
• Record training and incident-handling, even informally.
• Support staff who raise concerns – whistleblowing protections mean complaints can’t be ignored.

Get Ahead Now

This isn’t about perfection, but it is about progress.  It’s about visible, proactive action – and starting early puts you in a much stronger position and helps safeguard your people and your business.

We currently have 5 spaces available with our HR Consultant to review your sexual harassment policies, procedures and practices.

If you’d like expert help to get your business ready, sign up now to secure a spot.