UK Employers Face October 2026 Liability for Third-Party Harassment Under Equality Act
Updated
Updated · AOP · Jun 5
UK Employers Face October 2026 Liability for Third-Party Harassment Under Equality Act
2 articles · Updated · AOP · Jun 5
Summary
From October 2026, UK employers can be held liable if patients, contractors or visitors harass staff unless they have taken “all reasonable steps” to prevent it.
The change strengthens Equality Act 2010 sexual-harassment rules and broadens protection beyond co-worker misconduct to third-party harassment across all protected characteristics.
Since 6 April 2026, workers who report sexual harassment have also gained whistleblower protection, shielding them from detriment when they complain that harassment has happened, is happening or is likely.
The AOP urged employers to review policies, train managers and staff, treat discrimination as a disciplinary issue, and make clear to patients and visitors that harassment of staff will not be tolerated.
Employees are being advised to document incidents, check internal reporting procedures and file grievances promptly, reflecting a wider shift toward stronger workplace anti-harassment duties.
UK employers now face uncapped fines for harassment. But what are the 'all reasonable steps' they must take to avoid them?
Your employer is now liable if a customer harasses you. How will this new law change daily workplace interactions?
Will the UK's new harassment laws truly protect workers or just bury small businesses in compliance costs and legal risks?
October 2026 Compliance Deadline: Direct Employer Liability for Third-Party Harassment and Expanded Employee Protections in the UK
Overview
Major legislative changes taking effect in 2026 are transforming employer responsibilities around workplace harassment and employee protections. Employers now have a new duty to take all reasonable steps to prevent sexual harassment, including from third parties such as clients or customers. Previously, employees could not bring claims against employers for third-party harassment, but the Employment Rights Bill now makes employers directly liable for all types of harassment from external sources. Building on the Worker Protection Act 2023, these reforms highlight the need for businesses to plan ahead and implement strong preventative measures to ensure safer, more respectful workplaces.