29.10.2026
New harassment laws come into force tomorrow
Millions of workers are set to receive stronger protection against sexual harassment and harassment from abusive customers as two major workplace law changes come into force tomorrow.
From Friday 30 October, employers must take “all reasonable steps” to prevent sexual harassment, rather than the current requirement to take “reasonable steps”.
And in another major change, bosses could be held liable if workers are harassed by customers, clients or members of the public and their employer failed to take all reasonable steps to prevent it.
The changes could be particularly significant for shop workers, supermarket staff, bar workers, waiters, nurses, receptionists and transport workers who regularly deal with the public.
Employment law expert Natalie Peacock, of Rogers and Norton, explained why the changes could make a major difference.
She said: “The addition of the word ‘all’ strengthens the employer’s duty to prevent sexual harassment.
“Employers will be expected to take a proactive approach to prevent such conduct before it occurs and to consider all preventative measures that could be taken.”
Employers have already been required to take reasonable steps to prevent sexual harassment since October 2024.
However, the strengthened requirement means businesses must consider every reasonable preventative measure, rather than waiting for a complaint before acting.
And the changes go further, giving workers greater protection against harassment from people outside their organisation.
Peacock said: “The duty is extended not only for employers to prevent harassment from other employees but also to prevent third-party harassment from individuals who do not work for the employer, such as clients, visitors and members of the public.
“This will be extremely important for organisations whose employees have regular contact with the public such as hospitality, retail, healthcare and transport sectors.”
It could spell trouble for businesses that dismiss harassment as 'part of the job' or expect workers to tolerate unacceptable behaviour to keep customers happy.
Peacock warned: “It will no longer be the case that employers can rely on outdated assumptions that the customer is always right or that the individual’s behaviour falls beyond their control.
“Employees will have the right to bring a claim against their employer who fails to meet their legal obligations."
The new third-party protections cover sexual harassment and harassment related to protected characteristics including age, disability, race, religion or belief, sex and sexual orientation.
They also extend to harassment online and in person, meaning employers may need to consider how staff are treated during digital interactions with customers.
However, employers will not automatically be liable every time a customer behaves inappropriately.
Instead, they will need to demonstrate that they have taken all reasonable steps to prevent harassment.
This could include regular risk assessments, staff training, clear reporting procedures, visible warnings to customers and additional security measures where necessary.
Peacock said: “It is important for employers to ensure they are prepared for these changes.
“It is no longer sufficient to simply have an anti-harassment policy in place.
“They should consider conducting regular risk assessments to identify situations where and when harassment may occur and creating clear procedures for employees to report harassment.”
The new laws come into force across England, Wales and Scotland on 30 October 2026.
From Friday 30 October, employers must take “all reasonable steps” to prevent sexual harassment, rather than the current requirement to take “reasonable steps”.
And in another major change, bosses could be held liable if workers are harassed by customers, clients or members of the public and their employer failed to take all reasonable steps to prevent it.
The changes could be particularly significant for shop workers, supermarket staff, bar workers, waiters, nurses, receptionists and transport workers who regularly deal with the public.
Employment law expert Natalie Peacock, of Rogers and Norton, explained why the changes could make a major difference.
She said: “The addition of the word ‘all’ strengthens the employer’s duty to prevent sexual harassment.
“Employers will be expected to take a proactive approach to prevent such conduct before it occurs and to consider all preventative measures that could be taken.”
Employers have already been required to take reasonable steps to prevent sexual harassment since October 2024.
However, the strengthened requirement means businesses must consider every reasonable preventative measure, rather than waiting for a complaint before acting.
And the changes go further, giving workers greater protection against harassment from people outside their organisation.
Peacock said: “The duty is extended not only for employers to prevent harassment from other employees but also to prevent third-party harassment from individuals who do not work for the employer, such as clients, visitors and members of the public.
“This will be extremely important for organisations whose employees have regular contact with the public such as hospitality, retail, healthcare and transport sectors.”
It could spell trouble for businesses that dismiss harassment as 'part of the job' or expect workers to tolerate unacceptable behaviour to keep customers happy.
Peacock warned: “It will no longer be the case that employers can rely on outdated assumptions that the customer is always right or that the individual’s behaviour falls beyond their control.
“Employees will have the right to bring a claim against their employer who fails to meet their legal obligations."
The new third-party protections cover sexual harassment and harassment related to protected characteristics including age, disability, race, religion or belief, sex and sexual orientation.
They also extend to harassment online and in person, meaning employers may need to consider how staff are treated during digital interactions with customers.
However, employers will not automatically be liable every time a customer behaves inappropriately.
Instead, they will need to demonstrate that they have taken all reasonable steps to prevent harassment.
This could include regular risk assessments, staff training, clear reporting procedures, visible warnings to customers and additional security measures where necessary.
Peacock said: “It is important for employers to ensure they are prepared for these changes.
“It is no longer sufficient to simply have an anti-harassment policy in place.
“They should consider conducting regular risk assessments to identify situations where and when harassment may occur and creating clear procedures for employees to report harassment.”
The new laws come into force across England, Wales and Scotland on 30 October 2026.
Posted by:
FMJ
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