Most employers would agree that everyone deserves to feel safe and respected at work. However, from 30th October 2026, UK employers will face greater legal responsibilities to help ensure that happens. As part of the Government’s Employment Rights reforms, organisations will be expected to follow the UK’s new workplace harassment rules, which will require companies to take a more proactive approach to preventing sexual harassment and protecting employees from inappropriate behaviour in the workplace.
A Stronger Duty for Employers
One of the key changes is the strengthened requirement for employers to take “all reasonable steps” to prevent sexual harassment, rather than simply “reasonable steps”.
This raises the bar for UK employers and places a much stronger emphasis on prevention, rather than simply responding after an incident has occurred.
The message from the Government is clear, employers should be actively:
- Identifying risks
- Reviewing policies
- Creating workplace cultures where unacceptable behaviour is far less likely to occur
Waiting until a complaint is raised will no longer be enough.
Third-Party Harassment Comes into Focus
Another important aspect of the UK’s new workplace harassment rules is the introduction of new protections relating to third-party harassment. From October 2026, employers will be responsible for taking reasonable preventative measures to protect employees from harassment by customers, clients, contractors, suppliers, visitors and other third parties.
For organisations with customer-facing employees, this could have a significant impact. Sectors such as retail, hospitality, healthcare, housing and public services regularly place employees in direct contact with members of the public, making it essential for employers to consider how staff are supported when incidents occur and what safeguards are already in place.
What Does Leap29 Recommend?
While policies and procedures remain important, they are only part of the picture. In practice, businesses with open and respectful workplace cultures are often better equipped to prevent harassment because expectations are clearly communicated and employees feel confident speaking up when something is wrong.
Although the new requirements will not come into force until October 2026, employers should start preparing now. This should include:
- Reviewing anti-harassment policies
- Refreshing training
- Assessing workplace risks
- Ensuring reporting procedures are clear and confidential
All of the above can help organisations meet the higher standard expected under the new legislation. Businesses with customer-facing employees may also want to consider additional safeguards, such as clear reporting processes and measures to address inappropriate behaviour from third parties.
Acting early will not only support compliance, but also help create a safer and more respectful workplace for everyone.
Leap29’s Perspective:
“I see these changes as a natural evolution of workplace expectations. Employees rightly expect more from their employers today than they did a decade ago. They want to work in environments where concerns are taken seriously, where behaviour is challenged when necessary, and where respect is embedded in the culture. While there will inevitably be a compliance element, I believe the bigger opportunity lies in building trust, strengthening engagement and creating workplaces where people can perform at their best.” ~ Simon Duff, Director, Leap29.
