{"id":1241,"date":"2026-11-01T11:53:29","date_gmt":"2026-11-01T11:53:29","guid":{"rendered":"https:\/\/blog.equalityanddiversity.co.uk\/?p=1241"},"modified":"2026-11-01T11:53:30","modified_gmt":"2026-11-01T11:53:30","slug":"employment-rights-act-2025-what-changed-on-30-october-2026","status":"publish","type":"post","link":"https:\/\/blog.equalityanddiversity.co.uk\/index.php\/2026\/11\/01\/employment-rights-act-2025-what-changed-on-30-october-2026\/","title":{"rendered":"Employment Rights Act 2025 \u2013 What changed on 30 October 2026?"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">The changes strengthen workplace equality in two important ways: they give eligible trade union equality representatives greater opportunities to support colleagues, and they place stronger responsibilities on employers to prevent harassment.<\/p>\n\n\n\n<p class=\"has-medium-font-size wp-block-paragraph\"><strong>What does this mean in practice?<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>1. A stronger voice for equality at work<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Eligible equality representatives from recognised independent trade unions now have rights to reasonable paid time off for specified equality-related duties and relevant training. This can include advising union members, consulting employers, examining workplace equality information and promoting inclusive working practices.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The entitlement is subject to statutory eligibility and training requirements. It is not an unrestricted right to paid time off for every equality activity.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>2. Employers must do more to prevent sexual harassment<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The legal requirement has strengthened from taking reasonable steps to taking all reasonable steps to prevent sexual harassment.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This means being proactive: identifying risks, training employees, establishing reporting procedures, investigating concerns, and reviewing whether preventative measures are effective.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>3. Protection extends to harassment by third parties<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Harassment is not acceptable simply because the person responsible is a customer, client, contractor, or service user.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Employers can now face liability for qualifying third-party harassment where they have failed to take all reasonable steps to prevent it. This includes harassment related to relevant protected characteristics, not only sexual harassment. <strong><br><\/strong><\/p>\n\n\n\n<p class=\"has-medium-font-size wp-block-paragraph\"><strong>EDUK&#8217;s message to employers<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Equality is not simply about having policies in place. It is about making sure those policies work for everyone.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Organisations should now review their equality and harassment procedures, assess workplace risks, consult employees and representatives, and ensure that managers understand their responsibilities.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">These particular reforms apply in England, Scotland, and Wales, rather than Northern Ireland.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For authoritative guidance, visit <a href=\"https:\/\/www.acas.org.uk\/harassment-at-work\/preventing-harassment?utm_source=chatgpt.com\">Acas \u2013 Preventing harassment<\/a> and <a href=\"https:\/\/www.equalityhumanrights.com\/news\/employers-urged-act-stronger-workplace-harassment-duties-take-effect?utm_source=chatgpt.com\">EHRC \u2013 Updated harassment guidance<\/a>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">EDUK \u2013 Helping organisations turn equality legislation into inclusive workplace practice.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>The changes strengthen workplace equality in two important ways: they give eligible trade union equality representatives greater opportunities to support colleagues, and they place stronger responsibilities on employers to prevent harassment. What does this mean in practice? 1. A stronger voice for equality at work Eligible equality representatives from recognised independent trade unions now have [&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":[7],"tags":[],"class_list":["post-1241","post","type-post","status-publish","format-standard","hentry","category-race-ethnicity-and-culture"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Employment Rights Act 2025 \u2013 What changed on 30 October 2026? - 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\/11\/01\/employment-rights-act-2025-what-changed-on-30-october-2026\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Employment Rights Act 2025 \u2013 What changed on 30 October 2026? - Equality and Diversity UK Blog\" \/>\n<meta property=\"og:description\" content=\"The changes strengthen workplace equality in two important ways: they give eligible trade union equality representatives greater opportunities to support colleagues, and they place stronger responsibilities on employers to prevent harassment. 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