New harassment laws strengthen worker protections

Millions of workers across England, Wales and Scotland are set to receive stronger protection against sexual harassment and abuse from customers with new laws coming into effect on 30 October. These regulations require employers to take “all reasonable steps” to prevent harassment, a significant escalation from the previous requirement of “reasonable steps”. Furthermore, bosses can now be held liable if employees face harassment from clients or members of the public if the employer has not taken appropriate measures.

Employment law expert Natalie Peacock, from Rogers and Norton, emphasised the positive impact of these changes, stating “the addition of the word ‘all’ strengthens the employer’s duty to prevent sexual harassment.” This indicates that businesses must adopt a proactive stance towards preventing unacceptable behaviour rather than merely responding to complaints.

The alteration in the law applies particularly to sectors where employees frequently interact with the public, such as retail, hospitality, healthcare, and transport. It challenges the outdated notion that workers should endure harassment to satisfy customers, as Natalie warned: “It will no longer be the case that employers can rely on outdated assumptions that the customer is always right." Employees now have the right to pursue claims against employers who fail to uphold these legal responsibilities.

In addition to sexual harassment, the new protections extend to other forms of harassment based on age, disability, race, religion or belief, sex, and sexual orientation, affecting both online and in-person interactions. Employers are not automatically liable for every instance of inappropriate customer behaviour; however, they must show they have taken all reasonable steps to prevent such incidents.

This means implementing regular risk assessments, robust staff training, clear reporting protocols, visible warnings to customers about appropriate conduct, and necessary security measures. Natalie further advised that “it is important for employers to ensure they are prepared for these changes." She highlighted that merely having an anti-harassment policy isn’t enough; proactive engagement to identify possible harassment risks and establish straightforward reporting procedures is vital.

As these significant changes to harassment laws come into play on 30 October 2026, they mark a pivotal shift in workplace culture and the responsibility of employers to protect their staff.