{"id":1221,"date":"2026-09-08T17:19:52","date_gmt":"2026-09-08T17:19:52","guid":{"rendered":"https:\/\/blog.equalityanddiversity.co.uk\/?p=1221"},"modified":"2026-09-08T17:19:53","modified_gmt":"2026-09-08T17:19:53","slug":"sexual-harassment-why-october-2026-changes-everything","status":"publish","type":"post","link":"https:\/\/blog.equalityanddiversity.co.uk\/index.php\/2026\/09\/08\/sexual-harassment-why-october-2026-changes-everything\/","title":{"rendered":"Sexual Harassment: Why October 2026 Changes Everything"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">For many organisations, sexual harassment has historically been viewed as something to respond to if and when a complaint was made.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">That approach is no longer enough.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The law has changed significantly over the last two years and, from <strong>1 October 2026<\/strong>, employers in Great Britain will have a legal duty to take <strong>all reasonable steps<\/strong> to prevent sexual harassment before it happens.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This is far more than a legal update.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">It represents a fundamental shift towards creating workplaces and learning environments that are safe, respectful and inclusive for everyone.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>From Reaction to Prevention<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Until recently, many organisations focused on dealing with complaints after an incident had occurred.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The Worker Protection Act introduced a proactive duty requiring employers to take reasonable steps to prevent sexual harassment.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">From October 2026, the Employment Rights Act strengthens that duty further.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Employers must now be able to demonstrate that they have taken <strong>all reasonable steps<\/strong>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This means asking:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Where could harassment happen?<\/li>\n\n\n\n<li>Who may be at greater risk?<\/li>\n\n\n\n<li>What controls have we introduced?<\/li>\n\n\n\n<li>How do we know those controls are working?<\/li>\n\n\n\n<li>What evidence can we produce?<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Simply having a policy sitting on a shared drive is unlikely to be enough.<strong><br><\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Prevention Starts with Risk Assessment<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">One of the biggest changes is the expectation that employers actively assess the risk of sexual harassment.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Every organisation is different.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A classroom presents different risks from a construction site.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A care setting presents different risks from an office.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Hybrid working creates different challenges from customer-facing roles.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Risk assessment allows organisations to identify where problems could arise before someone is harmed.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Questions might include:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Do staff work alone?<\/li>\n\n\n\n<li>Are employees interacting with members of the public?<\/li>\n\n\n\n<li>Are there work-related social events?<\/li>\n\n\n\n<li>Are there significant power imbalances?<\/li>\n\n\n\n<li>Are there online environments where inappropriate behaviour could occur?<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Once risks are identified, employers are expected to take reasonable measures to reduce them.<strong><br><\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Third-Party Harassment Matters Too<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">One of the most significant changes taking effect in October 2026 is employer liability for harassment carried out by third parties.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">That includes behaviour from:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Clients<\/li>\n\n\n\n<li>Customers<\/li>\n\n\n\n<li>Service users<\/li>\n\n\n\n<li>Contractors<\/li>\n\n\n\n<li>Visitors<\/li>\n\n\n\n<li>Delegates<\/li>\n\n\n\n<li>Members of the public<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Many organisations already work hard to protect staff from internal issues.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The new legislation makes it equally important to think about external risks.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This could include:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Clear behavioural expectations for visitors.<\/li>\n\n\n\n<li>Delegate Codes of Conduct.<\/li>\n\n\n\n<li>Procedures for removing individuals who behave inappropriately.<\/li>\n\n\n\n<li>Escalation processes for staff.<\/li>\n\n\n\n<li>Training managers to intervene confidently.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Policies Don&#8217;t Change Culture\u2014People Do<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Having robust policies remains important.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">However, policies only become meaningful when people understand them and feel confident using them.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Effective organisations invest in:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Practical training.<\/li>\n\n\n\n<li>Manager confidence.<\/li>\n\n\n\n<li>Safe reporting routes.<\/li>\n\n\n\n<li>Visible leadership.<\/li>\n\n\n\n<li>Open conversations.<\/li>\n\n\n\n<li>Continuous review.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Creating a respectful culture is everyone&#8217;s responsibility not just HR&#8217;s.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Education Has a Particular Responsibility<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Learning environments deserve special consideration.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Associates, trainers, facilitators and educators often work with:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>New groups every day.<\/li>\n\n\n\n<li>External venues.<\/li>\n\n\n\n<li>Different employers.<\/li>\n\n\n\n<li>Diverse learners.<\/li>\n\n\n\n<li>Complex power relationships.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">This means organisations should think beyond traditional workplaces and consider the risks that exist wherever learning takes place.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Creating psychologically safe learning environments is essential to inclusion, participation and successful learning.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>What Should Organisations Be Doing Now?<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">October 2026 should not be viewed as a deadline to start preparing.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Preparation should already be underway.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A good starting point includes:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Completing a sexual harassment risk assessment.<\/li>\n\n\n\n<li>Reviewing policies and reporting procedures.<\/li>\n\n\n\n<li>Training staff and managers.<\/li>\n\n\n\n<li>Considering third-party risks.<\/li>\n\n\n\n<li>Reviewing induction programmes.<\/li>\n\n\n\n<li>Ensuring complaints can be raised safely.<\/li>\n\n\n\n<li>Keeping clear evidence of preventative actions.<\/li>\n\n\n\n<li>Regularly reviewing and improving arrangements.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">The question employers should ask themselves is simple:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>&#8220;If we had to demonstrate tomorrow that we had taken all reasonable steps, what evidence could we produce?&#8221;<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Beyond Compliance<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">At EDUK, we believe preventing sexual harassment is about far more than meeting legal requirements.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">It is about creating workplaces and learning environments where everyone is treated with dignity, respect and professionalism.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">It is about challenging inappropriate behaviour early.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">It is about giving people confidence to speak up.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">It is about recognising that inclusion and safety go hand in hand.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The organisations that embrace prevention rather than simply responding to complaints will not only reduce legal risk\u2014they will build healthier, more productive and more inclusive cultures.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Because everyone deserves to feel safe at work.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">And everyone deserves to learn without fear.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Need support preparing for October 2026?<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">EDUK provides practical training, policy development, risk assessment support and consultancy to help organisations meet their legal duties while creating genuinely safe and inclusive workplaces and learning environments.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The law may have changed but creating respectful cultures has always been the right thing to do.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>For many organisations, sexual harassment has historically been viewed as something to respond to if and when a complaint was made. That approach is no longer enough. The law has changed significantly over the last two years and, from 1 October 2026, employers in Great Britain will have a legal duty to take all reasonable [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_uag_custom_page_level_css":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[4,13],"tags":[],"class_list":["post-1221","post","type-post","status-publish","format-standard","hentry","category-diversity-equity-and-inclusion-in-the-workplace","category-sexual-harassment-and-gender-discrimination"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Sexual Harassment: Why October 2026 Changes Everything - Equality and Diversity UK Blog<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/blog.equalityanddiversity.co.uk\/index.php\/2026\/09\/08\/sexual-harassment-why-october-2026-changes-everything\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Sexual Harassment: Why October 2026 Changes Everything - Equality and Diversity UK Blog\" \/>\n<meta property=\"og:description\" content=\"For many organisations, sexual harassment has historically been viewed as something to respond to if and when a complaint was made. 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