The legal landscape around workplace sexual harassment continues to evolve. Following the introduction of the proactive duty on employers in October 2024 to take reasonable steps to prevent sexual harassment, changes in April 2026 meaning that allegations of sexual harassment may now also amount to protected disclosures, with further significant changes due to take effect on 30 October 2026 under the Employment Rights Act 2025.
This practical training session will help employers understand their current obligations and prepare for the enhanced requirements coming into force later this year.
What we’ll cover
- The current duty to take reasonable steps to prevent workplace sexual harassment.
- The upcoming change from taking “reasonable steps” to “all reasonable steps” to prevent sexual harassment.
- EHRC enforcement powers and the potential 25% uplift in compensation where employers fail to comply.
- The EHRC’s guidance on the preventative and anticipatory nature of the duty.
- New protections relating to third-party harassment, including the circumstances in which employers may be liable for harassment by customers, clients, service users, contractors and other third parties.
- Practical measures organisations should be taking now to demonstrate compliance and reduce legal risk.
Why attend?
With the introduction of the stronger “all reasonable steps” duty and new third-party harassment provisions from 30 October 2026, employers should review their policies, training, reporting procedures and risk assessments to ensure they remain compliant.
This session will explore the practical implications of the new requirements and provide actionable guidance to help organisations create safer workplaces and mitigate legal and reputational risk.