Jen Lobley, Senior Strategy and Policy Adviser, Acas
Jen Lobley works in our Inclusive Workplaces team. She draws on her experience working with organisations, trade unions and stakeholders to influence and guide inclusion strategy and policy. Jen is also the founder and Co-Chair of the Acas Women's Network.
New research from Acas has found that more than 2 in 5 employers (41%) are unaware of important changes to the law on preventing sexual harassment at work.
That lack of awareness matters because, from 30 October 2026, employers will be under a strengthened legal duty to take 'all reasonable steps' to prevent sexual harassment.
This change sends a clear message: preventing sexual harassment is not something employers should only think about after an incident has happened. It must become part of how organisations operate every day.
Moving from reaction to prevention
Many organisations already have policies and procedures in place to deal with complaints. While these remain important, prevention requires a broader approach.
Rather than treating sexual harassment as a series of isolated incidents, organisations should consider treating it as a workplace culture and risk issue. The question is no longer just: 'what do we do when someone reports sexual harassment?' It is also: 'what could be happening in our workplace that allows it to occur, go unchallenged or remain unreported?'
This means understanding the risks that exist in a particular organisation. Risks may arise from:
- workplace culture
- power imbalances
- lone working
- customer-facing roles
- work-related social events
- low confidence in reporting processes
- a perception that inappropriate behaviour is tolerated
A proactive approach also means recognising that low levels of reporting do not necessarily mean low levels of risk. Workers may not feel confident that concerns will be taken seriously or handled fairly.
New protections from third-party harassment
At the same time as the change to sexual harassment legislation, protection from third-party harassment is also being introduced. This means employers could be liable for harassment (including sexual harassment) by third parties, such as customers, clients or members of the public, unless they can show they have taken all reasonable steps to prevent it.
The steps employers need to take will depend on their size, sector and circumstances. Examples might include:
- clear policies
- updated contracts or terms and conditions
- ensuring customers are aware of the consequences of harassing workers
- making sure environments are sufficiently staffed
- having appropriate safety equipment, such as personal alarms
What should employers do now?
Acas is encouraging employers to prepare for the changes by taking practical steps now, such as:
- reviewing harassment policies to ensure they cover both sexual harassment and third-party harassment, including risks arising through digital channels such as social media, email and AI-enabled technologies
- reviewing the reasonable steps already identified since the Worker Protection Act came into force to make sure they have been implemented
- identifying where risks may exist within the organisation, including from customers, clients and other third parties
- refreshing training so staff and managers can recognise, challenge and report inappropriate behaviour
- ensuring workers understand how to raise concerns and feel confident that reports will be acted upon
- regularly reviewing workplace data, feedback, complaints, exit interviews and engagement with staff networks or trade unions to identify risks and measure progress
There is no single, exhaustive checklist of steps that will work for every organisation. What is reasonable will depend on factors such as size, sector, working practices and the risks faced by workers.
Acas has updated its advice on sexual harassment at work to help employers prepare for the new legal requirements. The guidance is designed to:
- help organisations take stock of their current approach
- consider what changes they may need to make to be compliant
- create safer, more respectful workplaces
Because when it comes to harassment – including sexual harassment and third-party harassment – the goal should not be simply responding when harm occurs, it should be preventing it from happening in the first place.
Advice from Acas
Find out more about the upcoming law changes on: