08/10/2026
Having an anti-sexual harassment policy is important. But is it enough?
From 30 October 2026, employers will need to be able to demonstrate that they’ve taken all reasonable steps to prevent sexual harassment at work.
That means looking beyond the policy and asking:
• Have staff actually been trained and is that training relevant to your workplace?
• Do managers know how to recognise and respond to concerns?
• Have you assessed where the risks are, including third-party harassment?
• Can you evidence what you’ve done to prevent harassment?
Good intentions are difficult to evidence. Records, training, risk assessments and follow-up actions are much easier.
We’ve taken a look at what employers should be thinking about and why “it’s in the policy” may no longer be enough.
