Stronger workplace-harassment duties have taken effect across Great Britain, requiring employers to take all reasonable steps to prevent sexual harassment and creating protection against harassment by third parties.
The October 30 commencement changes the Equality Act 2010 through the Employment Rights Act 2025. The preventive duty is no longer satisfied merely by taking reasonable steps; employers must take every step that is reasonable for their organisation. A separate provision says an employer must not permit harassment by customers, clients or other third parties where the conduct occurs in the course of employment and the employer failed to take all reasonable preventive steps.
The third-party rule covers harassment related to protected characteristics as well as sexual harassment, with statutory exceptions for pregnancy and maternity and for marriage and civil partnership. Ministers also gain power to specify evidence-based preventive steps by regulation.
Practical measures will vary by workplace, but current guidance points to risk assessments, policies, training, incident records and clear consequences for customers. The operative provisions appear in the Employment Rights Act 2025.
