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Sexual Harassment at Work 2026: What Employees Need to Know

From 30 October 2026, employers in England, Scotland and Wales will have to do more to prevent sexual harassment at work. The law is strengthening the existing requirement to take “reasonable steps”, with employers instead expected to take all reasonable steps to prevent harassment before it happens.

For employees and workers, the practical difference is about what your employer should be doing to prevent problems in the first place. It also makes sexual harassment at work 2026 an important change to understand, particularly if you want to know what your workplace should be doing and what protections apply to you. The new rules also cover certain harassment by third parties such as customers and clients.

Sexual harassment at work 2026: at a glance

What is changing? When? Who is affected?
Stronger duty to prevent sexual harassment 30 October 2026 Employers and workers in England, Scotland and Wales
New third-party harassment provisions 30 October 2026 Employers and workers in England, Scotland and Wales

Important: Northern Ireland has its own employment and equality legislation, so these changes should not be treated as applying there.

What is changing on 30 October 2026?

Since 26 October 2024, employers have had a legal duty to take reasonable steps to prevent sexual harassment of their workers. From 30 October 2026, that duty is strengthened so employers must take all reasonable steps to prevent sexual harassment.

This does not create a completely new protection from sexual harassment. Instead, it strengthens the preventative duty that has already applied since 2024.

What does this mean for employees?

For employees and workers, the practical point is that your employer should be taking active steps to reduce the risk of sexual harassment in your workplace. The stronger duty is placed on the employer, not on you as an employee.

You should not have to wait for an incident to happen before your employer thinks about the risks. Depending on the workplace, preventative measures can include clear policies, suitable reporting routes, risk assessments, training and action to address problems that are identified.

What is reasonable will depend on the organisation and the work it does. There is not a single checklist that every employer must follow in exactly the same way.

What does “all reasonable steps” mean?

Acas explains that employers will be expected to take all of the steps that are reasonable for their organisation, rather than choosing only some reasonable measures. The appropriate steps can depend on factors such as the organisation’s size, sector and the type of work its workers do.

The strengthened duty is about prevention, not simply reacting after an incident. The preventative approach should apply across the organisation, including risks arising through online as well as in-person working.

There is no single checklist that tells every employer exactly what it must do. Further regulations may specify evidence-based steps that employers must take, but these will complement rather than replace the broader legal duty to take all reasonable steps.

What should your employer be doing?

Official guidance points to several areas employers should consider. The exact measures will depend on the organisation, its workforce and the risks involved.

Have clear workplace policies

Your employer should make clear what sexual harassment is, what standards of behaviour are expected and how workers can raise concerns.

Understand the risks

Employers should consider where sexual harassment could happen and identify risks associated with the workplace, the type of work and the way employees interact with other people.

Provide appropriate training and awareness

Training can be part of a wider preventative approach. However, completing a training course does not automatically mean an employer has taken all reasonable steps. Prevention needs to reflect the actual risks in the organisation.

Make reporting routes clear

Workers should know who they can speak to and how to raise a concern. Employers should consider whether their reporting arrangements are accessible and appropriate, including whether there are routes that do not rely solely on an employee’s immediate manager.

Act when concerns are raised

When an incident or concern is reported, employers should respond appropriately and consider whether it highlights a wider risk that needs to be addressed.

What counts as sexual harassment at work?

Sexual harassment is unwanted behaviour of a sexual nature. Under the Equality Act 2010, it can be sexual harassment where the unwanted behaviour has the purpose or effect of violating someone’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment.

The legal protection already applies to employees and workers. The October 2026 change strengthens the duty on employers to take preventative action.

What if the harassment comes from a customer, client or other third party?

A separate change takes effect on 30 October 2026 covering harassment by third parties. This can include people who do not work for your employer but come into contact with you through your job, such as customers, clients, service users, contractors or members of the public.

Under the new rules, an employer can be liable where a third party harasses an employee in the course of their employment and the employer failed to take all reasonable steps to prevent it, subject to the legal conditions.

The third-party provision is broader than sexual harassment. It covers harassment under the Equality Act 2010, including harassment related to protected characteristics, subject to the scope of the legislation.

This is particularly relevant to people in public-facing roles, where contact with customers, clients or members of the public can create additional workplace risks.

What can you do if you experience sexual harassment?

If you experience sexual harassment at work, you may want to check your employer’s policy and understand the available reporting or grievance routes.

Depending on the circumstances, you may also want to keep relevant records, such as dates, messages or details of incidents and any concerns you have raised. Only keep information in ways that are appropriate and do not put confidential or personal information at unnecessary risk.

You can also seek independent advice. Acas provides general workplace guidance and information about employment disputes. If you think you may have a legal claim, it is sensible to get advice promptly because employment tribunal time limits can be short.

You do not have to assume that there is one correct way to respond. What is appropriate can depend on what happened, your workplace and the circumstances.

What if your employer does nothing?

If a concern is not dealt with appropriately, you can seek further advice about the options available to you. Depending on the circumstances, this may include using your employer’s formal grievance process or getting independent employment advice.

The strengthened preventative duty does not mean that every incident automatically results in compensation or an employment tribunal claim. The legal position depends on the facts of the individual situation.

What employers need to know

Although this article is primarily for employees and workers, employers are the people with the strengthened legal duty. Before 30 October 2026, employers should review their policies, risk assessments, reporting arrangements, training, management responsibilities and response to concerns.

They should also consider risks involving customers, clients, service users, contractors and other third parties where relevant.

What this means for you

If you are an employee or worker, you do not need to apply for anything because the law is changing. The important point is that your employer will have a stronger legal responsibility to take preventative action against sexual harassment from 30 October 2026.

You can familiarise yourself with your workplace’s policies and reporting arrangements. If you experience harassment or are concerned about how a situation is being handled, you can seek appropriate advice rather than assuming you have to deal with it alone.

What happens if an employer does not comply?

The preventative duty sits within the Equality Act framework. The Equality and Human Rights Commission can take enforcement action where an employer fails to comply with the preventative duty.

Where a worker brings a successful sexual-harassment claim, an employment tribunal can also increase compensation by up to 25% where the employer failed to comply with the preventative duty.

The new third-party harassment provisions create a separate route for employer liability where the legal conditions are met. A breach does not mean that every situation automatically leads to compensation or enforcement action, and the facts of each case matter.

Frequently asked questions

When does the new sexual harassment duty start?

The strengthened duty takes effect on 30 October 2026. From that date, employers will need to take all reasonable steps to prevent sexual harassment of their workers.

What does the change mean for employees?

It strengthens the preventative responsibility placed on employers. Your employer should be taking proactive steps to reduce the risk of sexual harassment rather than waiting until an incident occurs.

What should my employer be doing?

The appropriate measures depend on the organisation and its risks. They can include policies, risk assessment, suitable reporting routes, training, management responsibilities and action when concerns are raised.

What counts as sexual harassment at work?

Sexual harassment is unwanted behaviour of a sexual nature that has the purpose or effect of violating someone’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment.

What if the person involved is a customer or client?

New third-party harassment provisions take effect on 30 October 2026. An employer can be liable where a third party harasses an employee in the course of their employment and the employer failed to take all reasonable steps to prevent it, subject to the legal conditions.

Do I have to make a formal complaint?

There is not one answer that applies to every situation. You can check your employer’s policies and seek appropriate advice about the options available to you.

What if my employer does nothing?

You can seek further advice about the options available in your circumstances. Acas provides general workplace guidance, and independent employment advice may also be appropriate.

Related employment changes

This change is part of a wider set of employment rights reforms taking effect during 2026 and 2027. You can read our Employment Rights Changes 2026 guide for the wider timetable.

Our October 2026 changes guide also brings together other major changes taking effect during the month.

Official information

Last checked: 28 September 2026.

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