Employers are now required to take all reasonable steps to prevent sexual harassment in the workplace, as new employment rights measures came into force on 30 October under the government’s Plan to Make Work Pay.
The changes, introduced through the Employment Rights Act 2025, also strengthen trade union rights and protections, including access to workplaces, recognition procedures and safeguards for workers taking industrial action.
The government is implementing the reforms in phases to give employers, businesses and workers time to prepare for the changes.
Under the new harassment measures, employers must take “all reasonable steps” to prevent sexual harassment of their employees and must not permit their employees to be harassed by third parties, such as customers, clients or members of the public.
The legislation also gives the minister the power to introduce regulations specifying evidence-based steps employers must take to prevent sexual harassment. These will complement, rather than replace, the broader requirement to take all reasonable steps.
The changes come amid concerns about employers’ preparedness. Research published by workplace advice body Acas in September found that 41 per cent of British employers were unaware of the new legal duties, while 59 per cent said they were aware.
Thomas Beale, Head of the Workplace Bullying and Harassment team at Bolt Burdon Kemp, said employers should not treat the implementation date as simply a deadline to update workplace policies.
“The new duty raises the bar to taking ‘all reasonable steps’ to prevent sexual harassment, as well as protect employees from harassment by third parties,” he said.
“Businesses should be able to demonstrate what they have identified as potential risks, what action they have taken and whether those measures are actually working.”
Beale said businesses where employees regularly interact with customers, clients or members of the public may need to pay particular attention to where harassment could occur.
This includes retail and hospitality settings, construction sites, professional services and other customer-facing environments.
“There are several practical steps employers can take now, including making sure policies are clear, accessible and regularly reviewed, with employees knowing exactly how to report concerns and how complaints will be handled,” he said.
“Employers should also provide regular, targeted training, particularly for managers and staff who regularly interact with customers, clients or other third parties.”
Risk assessments will be important in identifying situations where employees may be more exposed to harassment, including customer-facing roles, lone working, social settings and situations involving a power imbalance.
Employers should document the steps taken to reduce these risks, ensure reporting routes are accessible, and make sure complaints are properly recorded and investigated.
Beale said businesses should assess whether their existing arrangements are sufficient to meet the new requirements.
“The key question should be whether they can demonstrate that they have taken all reasonable steps to prevent harassment, rather than simply showing that a policy exists,” he said.
Trade union rights strengthened
The measures taking effect on 30 October also include a series of changes to trade union rights and protections.
These strengthen trade unions’ right of access to workplaces and introduce reforms to access and unfair practices during the recognition and derecognition process.
The remaining trade union recognition measures also came into force, including a requirement to freeze the bargaining unit when a recognition application is received.
The reforms provide new rights and protections for trade union representatives and extend protections against detriments for workers taking industrial action.
The government said the wider Plan to Make Work Pay is intended to modernise employment rights and extend protections already offered by leading British employers to millions more workers across the country.