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ARTICLE · 09 NOVEMBER 2026

Harassment Changes Under The Employment Rights Act

Travers Smith LLP
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Significant changes to UK harassment law take effect on 30 October 2026, strengthening employer obligations to prevent sexual harassment and introducing new liability for third-party harassment of employees. Employers must now take 'all reasonable steps' rather than just 'reasonable steps' to prevent sexual harassment, whilst also becoming liable for harassment by third parties such as customers and suppliers unless preventative measures are implemented.

United KingdomEmployment and HR
Tim Gilbert
Tim Gilbert
Andrew Howard
Andrew Howard
Siân Keall
Siân Keall
Ed Mills
Ed Mills
Ailie Murray
Ailie Murray
Adam Wyman
Adam Wyman
Author LinkedIn connections

Two significant changes to harassment law are coming into force on 30 October 2026:

  • The duty on employers to take reasonable steps to prevent sexual harassment will be strengthened, and
  • Employers will be liable for harassment (of any kind, not just sexual harassment) of their employees by third parties unless they take reasonable steps to prevent it.

This briefing explains what is changing and how employers can prepare.

1. What will we be expected to do to prevent sexual harassment?

Since October 2024, employers have been under a duty to take reasonable steps to prevent sexual harassment in the workplace. This covers harassment by colleagues and also by third parties such as customers, suppliers or consultants.

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