Sexual Harassment at Work: What Employers Need to Know from 30 October 2026

By Alan Lewis - Partner and Head of Employment Law at Pearson Solicitors and Financial Advisers

Creating a workplace where employees feel safe, respected and supported is good for business and essential to building a positive workplace culture. It’s also an increasingly important legal responsibility for employers.

From today, 30 October 2026, employers in Great Britain face a strengthened legal duty to take all reasonable steps to prevent sexual harassment at work. New legal provisions also introduce liability for certain harassment by third parties, including customers and clients, where employers have failed to take all reasonable steps to prevent it.

So, what do these changes mean for your business, and what should you be doing now?

What has changed?

Since October 2024, employers have been required to take reasonable steps to prevent sexual harassment in the workplace and in the course of employment.

The new requirement raises the bar. Employers must now consider whether they have taken all reasonable steps to prevent sexual harassment, rather than relying on a policy or training session alone.

The changes also introduce liability for harassment by third parties, such as customers, clients, contractors and members of the public. This is particularly relevant for businesses with customer-facing employees or staff who regularly attend meetings and work-related events.

The message is clear: preventing harassment needs to be an ongoing priority, not simply a box-ticking exercise.

What should employers do now?

Every business is different, and the steps required will depend on its size, resources and the risks employees face. However, there are five practical areas worth reviewing.

1. Review your workplace risks

Consider where harassment could occur. Do employees work alone, deal with the public or attend client entertainment events? Speak to staff, review previous complaints and identify areas where additional safeguards may be needed. Carry out a sexual harassment risk assessment.

2. Check your policies and procedures

Your anti-harassment policy should explain what behaviour is unacceptable, how concerns can be reported and how complaints will be handled. Make sure employees know where to go for support, including if their concern involves their line manager.

3. Provide effective training

Employees need to recognise inappropriate behaviour and understand how to report it. Managers should receive additional guidance on responding to complaints, supporting employees and conducting appropriate investigations. Keep training relevant, up to date and documented.

4. Make it easy to speak up

Employees must feel confident that concerns will be taken seriously. Ensure reporting routes are accessible, respond promptly to complaints and protect employees from victimisation. A policy is only effective if people feel able to use it.

5. Consider third-party harassment

Think about how employees should respond to inappropriate behaviour from customers, clients or contractors. Depending on the risks, measures could include clear notices stating that harassment will not be tolerated, guidance for customer-facing teams and appropriate behavioural expectations in commercial agreements.

What happens if employers fail to comply?

The consequences can be significant, both legally and commercially.

Where an employee succeeds in a sexual harassment claim and the employment tribunal finds that the employer breached its preventative duty, compensation can be increased by up to 25%. The Equality and Human Rights Commission also has enforcement powers in relation to the preventative duty.

Employers may face further discrimination claims, financial costs and reputational damage. Poorly handled complaints can also undermine staff morale, damage trust and lead to the loss of valued employees.

Taking preventative action helps reduce these risks while supporting a healthier working environment.

Is your business doing enough?

The new duty is a timely reminder to assess whether your existing arrangements are effective in practice.

Ask yourself: have we reviewed our risks, updated our policies, trained our managers and considered how we would respond to harassment by a client, customer or contractor?

If there are gaps, now is the time to address them. Employers should also keep records of the steps they take and regularly review whether those measures remain appropriate.

At Pearson Solicitors and Financial Advisers, our employment law team advises employers on their legal responsibilities and practical workplace challenges. We can help review policies, assess risks, strengthen procedures and advise on training, complaints and investigations.

Ongoing employment law support for your business

Keeping up with changing employment legislation and managing workplace issues can be challenging, particularly for businesses without an in-house HR team.

For business owners looking for a more predictable way to manage employment law costs, our Employline retainer scheme offers a practical solution. For a fixed monthly fee, businesses benefit from access to experienced employment law solicitors for ongoing advice and support with day-to-day HR issues, helping them address concerns early and manage employment risks before they escalate.

Find out more about Employline – our employment law and HR support service for businesses.

Don't wait for a complaint to identify gaps in your approach.

Contact Pearson Solicitors and Financial Advisers today to discuss how your business can strengthen its approach to workplace harassment and create a safer, more respectful working environment on 0161 785 3500 or email enquiries@pearsonlegal.co.uk.

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Please note that the information and opinions contained in this article are not intended to be comprehensive, nor to provide legal advice. No responsibility for its accuracy or correctness is assumed by Pearson Solicitors and Financial Advisers Ltd or any of its members or employees. Professional legal advice should be obtained before taking, or refraining from taking, any action as a result of this article.