Workplace sexual harassment laws are changing: is your business ready?
Is your business ready for the upcoming changes to workplace harassment laws? From 30th October 2026, employers will have greater responsibilities when it comes to preventing harassment, including harassment by customers, clients and other third parties. It’s not just about having the right policies in place, but making sure you’re taking practical steps to protect your people. In this article, we look at what’s changing, what it could mean for your business and how you can prepare.
There is no standard approach that will work for every business. What is reasonable will depend on its size and resources, the nature of the work, the working environment and the particular risks its people may face.
What about third-party harassment?
The new provisions mean a business could be held liable if an employee or worker is harassed by a third party, unless the business can show that it took all reasonable steps to prevent it.
A third party could include a client, customer, contractor, supplier or member of the public. The protection will be wider than sexual harassment and will cover other forms of unlawful harassment linked to protected characteristics.
Businesses should therefore consider who their people interact with through work, where risks may arise and what practical steps could reduce them.
What should businesses do now?
Businesses should review their current approach and identify any gaps.
Assess the risks
A risk assessment should reflect how and where people work. This could include customer-facing roles, lone working, client visits, work-related events, business travel, online communications and any previous incidents or concerns.
The assessment should identify the risks, the measures already in place and any further action required. A standard approach may not be enough where risks differ between roles, teams or working environments.
Review policies and reporting arrangements
Anti-harassment and whistleblowing policies should be up to date, reflect the risks within the business and cover conduct by colleagues and third parties.
The policy should clearly explain the standards expected, how concerns can be raised and who employees and workers can speak to. It should be clearly communicated and supported by accessible reporting arrangements.
Training
Training should help employees and workers recognise harassment, understand the standards expected of them and know how to report a concern.
Managers should understand their responsibilities and how to respond appropriately when an issue is raised. Training should reflect situations people may encounter and be reviewed regularly to ensure it remains relevant and effective.
Consider third-party risks
Businesses should consider how they communicate expected standards of behaviour to clients, customers and other third parties.
Depending on the risks, this could include reviewing contractual terms, setting clear expectations before events or visits, and having a process for reporting and responding to inappropriate behaviour.
How Gravita can help
Gravita can support your business by reviewing harassment and related workplace policies, developing practical risk assessments and action plans, reviewing reporting and complaint-handling arrangements, identifying risks arising from contact with third parties, and providing ongoing HR and employment law guidance.
If your business needs support preparing for the changes taking effect on 30 October 2026, get in touch to discuss how we can help.
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