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ARTICLE · 12 OCTOBER 2026

Changes To Harassment Law: A Guide For Employers

Ashfords LLP
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Significant changes to harassment law are expected to come into force on 30 October 2026 under the Employment Rights Act 2025, requiring employers to take all reasonable steps to prevent sexual harassment and reintroducing third-party harassment liability. These reforms represent a substantial shift from a reactive approach to a proactive one, with employers expected to identify and address harassment risks before complaints arise. Failure to comply may expose employers to increased liability, greater scrut

United KingdomEmployment and HR
Kyle Klesniks
Kyle Klesniks

Significant changes to harassment law are expected to come into force on 30 October 2026 under the Employment Rights Act 2025. These changes are:

  • Enhanced duty to prevent sexual harassment: the existing duty on employers to take reasonable steps to prevent sexual harassment will be heightened by requiring employers to take all reasonable steps to prevent such harassment.

  • Reintroduction of third-party harassment liability: employer’s will be liable for third-party harassment for all relevant protected characteristics, again requiring employers to take all reasonable steps to prevent such harassment.

These reforms represent a substantial shift from a reactive approach to a proactive one. Employers will be expected to identify and address harassment risks before complaints arise. Failure to do so may expose employers to increased liability and greater scrutiny in Employment Tribunal proceedings.

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