All employers should take steps to prevent harassment at work.
As an employer, you should:
- aim for a culture where everyone knows that harassment is not acceptable
- recognise and promote the benefits of a diverse and inclusive organisation
You can find out more about improving equality, diversity and inclusion.
From 30 October 2026, employers are liable for harassment from third parties as well as from other workers. This is unless they have taken all reasonable steps to prevent it.
Taking all reasonable steps to prevent harassment
Employers must take all reasonable steps to prevent workers from experiencing harassment. This does not just apply to the main workplace. It applies 'in the course of their employment'.
'In the course of their employment' might include things like:
- working from home
- travelling for work
- meeting with customers and clients in other locations
- going on an external training course
- attending an office party
The steps employers take will likely depend on the organisation. For example:
- its size
- the sector
- the kind of work the workers do
Taking all reasonable steps means doing what is possible with the available resources. Some steps will not be possible for every organisation.
It is a good idea for employers to record why they have not taken steps they've decided are not reasonable. This could include if they have taken a reasonable step for only some workers. For example, using body-worn cameras for teams working in vulnerable positions.
Steps to prevent harassment from workers
Steps could include:
- regularly assessing risks for harassment and taking action to avoid or reduce those risks
- monitoring and recording incidents and actions taken
- having a policy that sets out how to deal with harassment, for example a bullying and harassment policy
Many ways to prevent harassment are the same as preventing all discrimination. You can find out more in our advice on preventing discrimination.
Steps to prevent third-party harassment
Steps could include:
- training workers, for example in staff safety and de-escalation
- reviewing client, customer and supplier contracts or terms and conditions to make sure they include relevant parts of the policy
- making sure that individual customer transactions, like hotel room bookings, include up-to-date terms and conditions
- telling customers the consequences of harassing workers, for example on posters or in emails
- regularly checking in with people working from home, where inappropriate behaviour might be less obvious
Some environments might have a higher risk for harassment. For example, night clubs. For these environments, steps are more likely to include:
- making sure there are appropriate numbers of workers, for example, security staff
- having appropriate safety equipment, for example personal alarms
- installing body-worn or security cameras for some teams or areas
Preventing sexual harassment
From 30 October 2026, an employer will need to show they've taken 'all reasonable steps' to prevent sexual harassment of their workers. This is in addition to taking all reasonable steps to prevent harassment by third parties.
Find out more about preventing sexual harassment
Having a policy
Employers must follow a full and fair procedure for handling harassment complaints. This must be in line with the Acas Code of Practice on disciplinary and grievance procedures.
They might want to develop specific policies for their organisation, for example:
- a bullying, discrimination and harassment policy – including how they will handle complaints
- an equality, diversity and inclusion policy
If they decide to create a specific equality, diversity and inclusion policy, they should do this in consultation with either:
- a recognised trade union
- other employee representatives, if they do not have a recognised trade union
It's important that all policies match up. Employers should check all relevant policies to make sure they do not discriminate against anyone.
Get more advice and support
Find out more about how to prevent discrimination
Acas also offers free e-learning on bullying and harassment.
You can find more detailed legal guidance from the Equality and Human Rights Commission (EHRC):