Sexual harassment
Key Legal Change (Effective 30 October 2026)
- The Employment Rights Act 2025 strengthens the law on sexual harassment.
- Employers must move from taking “reasonable steps” to taking “all reasonable steps” to prevent sexual harassment.
What “All Reasonable Steps” Means
Employers are expected to:
- Take every step that is reasonable for their organisation — not just some.
- Focus on preventing sexual harassment, not only responding to incidents.
- Apply measures across the whole organisation, not just to individuals involved in past issues.
- Protect workers from online and in‑person sexual harassment.
- Tailor actions to their organisation’s size, sector, and work type.
Examples Provided
Example: Employer not taking all reasonable steps
- Joe works in a culture of intimidating “banter”.
- A co‑owner harasses Joe; a supervisor dismisses concerns.
- Policies are outdated and unused.
- Training is limited and does not address wider culture.
- Joe resigns and takes legal action.
- The employer is very unlikely to meet the new legal standard.
Example: Employer taking all reasonable steps
- Kim receives a thorough induction covering:
- Sexual harassment policy
- Mandatory training
- Zero‑tolerance stance
- How to recognise and report harassment
- Additional trained staff available to handle complaints.
- The employer is likely compliant with the strengthened duty.
What Employers Need to Do Now
To prepare for the law change, employers should:
- Review and update policies.
- Consider a standalone sexual harassment policy.
- Provide multiple reporting routes.
- Deliver organisation‑specific training (including specialist delivery if needed). Remote First Aid provides online awarness training aimed at all employees
- Put proactive prevention measures in place.
Larger or more complex organisations may need to take more steps.