What the Upcoming Harassment Prevention Changes Mean for Employers

October 2026 will bring an important change to employers' legal responsibilities around preventing sexual harassment in the workplace.

Building on the Worker Protection legislation introduced in 2024, employers will be expected to take all reasonable steps to prevent sexual harassment, placing greater emphasis on prevention rather than reaction.

The businesses that prepare now will be in a much stronger position by the time the changes arrive. That means reviewing whether your current policies, procedures, and workplace culture would stand up to the higher expectations if an incident were to occur.

What's Changing?

The original changes introduced in 2024 required employers to take reasonable steps to prevent sexual harassment, but from October 2026, that expectation becomes stronger.

Employers will need to demonstrate that they have taken all reasonable steps to prevent harassment before it happens.

Rather than responding appropriately after an incident has occurred, employers will need to show they have actively considered where risks could arise, taken practical steps to reduce those risks, and reviewed those measures regularly to ensure they remain effective.

The changes also reinforce that employers should think about interactions beyond their own workforce. If your people work with customers, clients, contractors, suppliers, or members of the public, those risks need to be considered as part of your approach.

Why Start Preparing Now?

Although October may still feel like a while away, effective preparation takes time.

Policies may need updating, managers may require additional training, workplace risks should be assessed, and reporting procedures reviewed. Leaving everything until the last minute can make compliance feel rushed, whereas starting now allows you to take a careful, practical approach.

These changes also give businesses the opportunity to strengthen their approach to protecting their people, creating a workplace where employees feel safe, respected, and confident that any concerns will be taken seriously.

What Should Employers Be Reviewing?

Every organisation is different, but there are some common areas that are worth reviewing ahead of the changes. The Equality and Human Rights Commission (EHRC) recommends employers take a structured approach to preventing sexual harassment.

Before October arrives, it's worth reviewing whether your organisation has the right foundations in place. The EHRC recommends focusing on eight key areas:

1 - Update your policies

Make sure your anti-harassment policy clearly sets expectations, explains unacceptable behaviour, and outlines how concerns will be handled.

2 - Speak with your people

Create opportunities for employees to share concerns or highlight areas where they feel additional support may be required. Understanding your workplace culture is an important part of identifying potential risks.

3 - Assess workplace risks

Consider where harassment could realistically occur, whether that's during customer interactions, lone working, business travel, work events, or other day-to-day activities, and identify practical ways to reduce those risks.

4 - Check your reporting processes

Employees should know how to raise concerns and feel confident that they will be listened to. Your reporting procedures should be clear, accessible, and easy to use.

5- Refresh manager and employee training

Training should help everyone understand their responsibilities, recognise unacceptable behaviour, and know how to respond if concerns are raised.

6 - Review your response procedures

If a complaint is made, your organisation should have a clear process for investigating concerns fairly, respectfully, and confidentially.

7 - Consider third-party risks

Harassment doesn't only come from colleagues. Think about the risks posed by customers, clients, contractors, suppliers, and other third parties your employees may interact with.

8 - Monitor and improve your approach

Prevention isn't something you do once. Regularly reviewing policies, training, employee feedback, and workplace risks helps ensure your approach remains effective over time.

For a more detailed explanation of the EHRC's recommended eight-step approach, download our free Protection from Sexual Harassment Guide below.

📄 Download the Protection from Sexual Harassment Guide

A Practical Resource to Support Safer Workplaces

Preparing for these changes doesn't have to feel overwhelming. There are practical resources available that can help employers strengthen their approach to preventing harassment.

One initiative worth exploring is Ask for Angela. Created to help people discreetly ask for assistance if they feel unsafe, uncomfortable, or vulnerable, it has become a globally recognised campaign that promotes safety, awareness, and conversations around harassment.

We're particularly proud that our HR Adviser, Hayley, developed the Ask for Angela initiative. Today, it continues to help organisations create safer environments for employees, customers, and visitors, helping people feel confident to seek support.

The Ask for Angela website also includes a wide range of free resources that organisations can use to raise awareness, support staff training, and strengthen their approach to creating safer environments.

To access the free employer resources, click here.

Stay Ahead of the Changes

Preparing for the changes now gives you the time to make gradual improvements, communicate changes effectively, and embed them into your workplace culture.

If you're unsure where to start, that's where Petaurum HR can help.

We work with businesses to carry out workplace risk assessments, review and update anti-harassment policies, deliver culture scans to identify potential areas of concern, strengthen reporting procedures, and provide practical manager training, helping you prepare for the upcoming changes with confidence.

Get in touch with the Petaurum HR team to discuss how we can support you ahead of the changes in October.