28.10.2026

Employers warned to audit harassment risks ahead of 30 October legal changes

UK employers are being warned to review their workplace harassment policies and procedures ahead of strengthened legislation coming into force on 30 October 2026, by payroll, HR software and advisory services specialist Cintra. Figures reveal a sharp rise in sexual discrimination tribunal claims ahead of a significant tightening of harassment legislation.

1,294 discrimination-related cases were filed between October and December 2025, representing a 59 per cent year-on-year increase. While most claims never reach a tribunal hearing, with an estimated 92 per cent resolved beforehand, settlements, legal costs and reputational damage is creating substantial financial exposure for employers.

Cintra’s warning comes as strengthened workplace protections take effect on 30 October 2026. Employers will be required to take “all reasonable steps” to prevent sexual harassment, and will become liable for harassment of their staff by third parties such as customers, clients, contractors and visitors. Third-party liability isn’t limited to sexual harassment: it also covers harassment related to protected characteristics such as race, disability, religion or belief, age and sexual orientation.

Sarah Gray, Director of HR at Cintra, said: “The strengthened duty on businesses means employers will no longer be protected by just a policy or harassment training if a claim arises. The EHRC has made it clear: It is unlikely that an employer will be able to comply with the preventative duty unless they carry out a risk assessment. The inclusion of third-parties in the tightened regulation means that businesses could be more exposed than they realise. We know that many employers are unsure whether their existing policies and procedures would stand up to scrutiny if challenged, particularly where third-party harassment risks have not been formally assessed.”

The Government estimates that the average cost of a sexual harassment tribunal claim can range from £27,000-£45,000. However, it can often be a lot higher. There is currently no limit on the value of awards and if the Employment Tribunal finds that the employer has failed to meet their preventative duty, compensation can be increased by up to 25 per cent.

In response to the upcoming changes, Cintra has launched a free Harassment Risk Index to help employers assess their exposure to sexual and third-party harassment risks. The payroll and HR specialist is also running a Preventing Harassment at Work: 27 October 2026 Webinar | Cintra explaining the new legislation. For a limited time, Cintra is offering a full sexual harassment and third-party assessment for a fixed fee of £200 to help organisations identify compliance gaps before the October deadline. Click here to book.

The legislation changes build on the proactive duty introduced in October 2024 and are expected to increase scrutiny on whether employers can evidence the practical steps they have taken to prevent harassment before an incident occurs. Areas such as risk assessments, employee training, reporting mechanisms, manager capability and third-party interactions are all likely to come under greater focus.

Gray added: “The strengthened duty means employers need to be able to demonstrate not only that they have policies in place, but that they have taken meaningful and practical steps to prevent harassment from occurring. Those businesses who act now ahead of the new regulation will be in a stronger position.”

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