A new survey from workplace expert, Acas, found that over 2 in 5 employers (41%) are unaware of new legal changes they must adopt to prevent sexual harassment at work.
The Employment Rights Act 2025 strengthens the law on sexual harassment from 30 October 2026 when employers will need to take all reasonable steps to prevent sexual harassment in their organisation.
In preparation for the new changes, Acas encourages employers to take proactive steps now to prevent sexual harassment, such as:
- reviewing and updating existing policies
- assessing and managing risk
- providing meaningful training
The YouGov poll asked British businesses about whether they were aware of the new change. The survey found 41% were unaware, while 59% were aware.
Acas has updated its advice on sexual harassment at work to help prepare employers for the new changes. The updates also reflect an upcoming new law change of organisations being liable for third party harassment, such as from customers or the public – unless they have taken all reasonable steps to prevent it.
Acas Head of Inclusivity, Julie Dennis, said:
"Most employers are up to speed on upcoming new responsibilities to take all reasonable steps to prevent sexual harassment at work but it's concerning that 2 in 5 bosses are not.
"Next month employers could also be liable if customers or members of the public harass their staff too.
"Acas has updated its advice in this area, which outlines how employers will be impacted and can keep within the law."
Sexual harassment is unwanted behaviour of a sexual nature. It can happen to men, women and people of any sexual orientation. It can be carried out by anyone of the same sex, another sex or anyone of any sexual orientation.
Minister for Women and Equalities, Bridget Phillipson, said:
"Feeling safe from sexual harassment in the workplace should be the absolute bare minimum.
"The Employment Rights Act is delivering the biggest uplift to workers' rights in a generation. With new measures taking effect in October, employers should act now to prepare for the changes and stamp out sexual harassment in the workplace for good."
Currently, employers could be liable if a worker is harassed by another worker. In October 2026, the new law change means employers could be liable if the harassment is from a third party too – unless they have taken all reasonable steps to prevent it.
A third party can be anyone in contact with workers who do not work for their organisations, such as:
- clients
- customers
- members of the public
- people at conferences or events
Employers must consider practical prevention measures that suit their organisations. This can include:
- clear policies
- staff briefings
- signage for customers
- security measures
- reviewing supplier and customer contracts
Minister for the Future of Work, Kate Dearden, said:
"No one should have to endure harassment at work. Our Employment Rights Act puts workers' safety first by making sure bosses take all reasonable steps to prevent this behaviour.
"Workplaces should be a place to thrive, not fear, and I encourage all employers to study their responsibilities and start preparing now for these changes."
Acas has:
- training on sexual harassment for employers
- advice on harassment law changes
- practical advice on sexual harassment
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Background notes
- Acas commissioned YouGov to poll employers in a representative sample of British businesses. The survey was carried out online and the total sample size was 1,050 senior decision makers in Great Britain. Fieldwork was undertaken from 27 April to 6 May 2026. All figures, unless otherwise stated, are from YouGov Plc, have been weighted and are representative of British business size and region. Participants were asked: before today, were you aware of the planned legal changes due to come into effect in October 2026, that will require employers to take all reasonable steps to prevent sexual harassment in their workplace? The results were: 59% were aware and 41% were not aware.
- Acas runs training and events on sexual harassment in the workplace.