New Workplace Sexual Harassment and Third-Party Harassment Duties Coming into Force on 30 October 2026

A recent survey by Acas found that 41% of employers are unaware of changes to workplace harassment legislation taking effect from 30 October 2026. The strengthened requirements place greater responsibility on employers to prevent sexual harassment and protect workers from harassment by third parties such as customers, clients, contractors, suppliers and visitors.

Strengthened Duties to Prevent Sexual Harassment

The changes build upon the Worker Protection (Amendment of Equality Act 2010) Act 2023, which introduced a preventative duty requiring employers to take reasonable steps to prevent sexual harassment in the workplace.

From 30 October 2026, the Employment Rights Act 2025 strengthens this duty by requiring employers to take “all reasonable steps” to prevent sexual harassment, replacing the previous requirement to take “reasonable steps”.

The duty applies to both in-person and online sexual harassment and places greater emphasis on prevention rather than simply responding to incidents after they occur.

Increased Focus on Third-Party Harassment

From 30 October 2026, employers will also be liable where workers are subjected to harassment by third parties unless all reasonable steps have been taken to prevent it.

Third parties may include:

• Customers
• Clients
• Contractors and consultants
• Suppliers
• Visitors
• Members of the public

This means employers should look beyond internal workplace risks and consider how employees interact with external parties as part of their role.

What Are “All Reasonable Steps”?

Employers should be able to demonstrate that they have considered the risks within their business and implemented all steps that are reasonable for their particular circumstances.

What constitutes all reasonable steps will vary depending on factors such as:

• The size of the business
• The sector in which it operates
• The type of work employees undertake
• The level of risk faced by workers

There is no single checklist that applies to every organisation. Employers should consider the risks specific to their workplace and take all reasonable action to prevent both sexual harassment and third-party harassment.

What Should Employers Be Doing Now?

Acas recommends that employers take proactive steps now to prepare for the strengthened requirements. Depending on their current arrangements, employers may need to:

• Implement or review anti-sexual harassment and third-party harassment policies.
• Carry out workplace risk assessments
• Deliver employee and manager training
• Establish clear reporting procedures
• Maintain training and complaint records
• Raise awareness across the workforce
• Address risks associated with customers, clients and other third parties

By taking action now, businesses can help reduce risk, strengthen workplace culture and demonstrate their commitment to preventing harassment.

How CQMS Can Help

To support employers in meeting their responsibilities, CQMS has developed the Anti-Sexual Harassment & Third-Party Harassment Bundle, available in both Individual and Team options.

The bundle includes:

• Customisable Anti-Sexual Harassment & Third-Party Harassment Policy
• Customisable Anti-Sexual Harassment & Third-Party Harassment Risk Assessment
• Anti-Sexual Harassment & Third-Party Harassment Online Training
• Training Record Form
• Complaints Record Form
• Prevention of Sexual Harassment & Third-Party Harassment Workplace Awareness Poster

Individual Bundle – includes one learner place for the online training course

Team Bundle – includes ten learner places for the online training course

The bundle provides practical resources to help businesses:

• Identify workplace risks
• Implement preventative measures
• Increase employee awareness and understanding
• Maintain appropriate records
• Support compliance with current legal requirements

Start Preparing Now

With the strengthened requirements taking effect from 30 October 2026, employers should review their existing arrangements and consider whether they can demonstrate they have taken all reasonable steps to prevent sexual harassment and third-party harassment.

Taking action now can help reduce risk, support compliance and promote a safer, more respectful workplace for everyone.

To learn more about the CQMS Anti-Sexual Harassment & Third-Party Harassment Bundle, explore our Bundle and Team Bundle options. If you would like to discuss your requirements or need help choosing the most suitable option for your organisation, please get in touch.