Enhanced Protection Against Harassment

Further implementation dates for the Employment Rights Act 2025 have been announced providing greater clarity on when several important workplace reforms will come into force. These changes form part of the Government’s wider programme to strengthen employee protections and enhance employer responsibilities across a range of employment matters.

Some of the key changes relate to the introduction of enhanced protections against harassment.  This comes by way of two changes:

1. Employers will be liable for harassment from third parties (those not employed by the organisation, such as customers, clients, contractors, or members of the public), unless they have taken all reasonable steps to prevent it from happening

2. Employers will need to take all reasonable steps to prevent sexual harassment (the current law only requires ‘reasonable steps’)

These two changes reflect the growing emphasis on proactive prevention measures and reinforce the importance of maintaining safe and respectful working environments for all employees.

To meet their duties, employers are recommended to:

• Implement and regularly review a clear anti-harassment policy.

• Engage with staff through regular communication, surveys, and feedback.

• Assess workplace risks and take steps to reduce them.

• Provide clear reporting procedures and maintain confidential records.

• Deliver regular training for all staff and managers.

• Respond promptly and fairly to complaints, protecting those involved.

• Take action to prevent and address third-party harassment.

• Monitor the effectiveness of policies, procedures, and training, making improvements where needed.

These measures help create a safe, respectful workplace and support compliance with legal obligations.

Also from October 2026, the time limit for making a claim to an Employment Tribunal will increase from 3 to 6 months.

The latest announcement also confirms implementation timelines for a number of other employment rights reforms, helping employers prepare for upcoming changes to workplace practices, policies, and procedures. Organisations should take this opportunity to review their existing arrangements, assess any areas requiring updates, and consider what training or communication may be needed to ensure compliance with the new requirements.

We will continue to monitor further developments and provide updates as additional guidance and implementation details become available. In the meantime, employers are encouraged to familiarise themselves with the forthcoming changes and begin planning for their introduction to ensure a smooth transition and ongoing compliance.