Sexual Harassment: Is Your Organisation Ready for 30 October?

On 30 October 2026, the duty on employers to prevent sexual harassment gets stronger. For many organisations, now is the time to check whether their current arrangements go far enough.

Since October 2024, employers have been required to take “reasonable steps” to prevent sexual harassment in the workplace.

From 30 October 2026, that becomes a duty to take “all reasonable steps”. The preventative duty also covers harassment by third parties, including customers, clients, contractors and members of the public.

For employers, the message is clear: having a policy in place is not enough.

Organisations need to be able to demonstrate that they are identifying where risks exist, educating their people, responding appropriately to concerns and taking proactive steps to prevent sexual harassment from occurring.

 

Why this matters for North East employers

Third-party harassment is a particular consideration for many businesses across the North East.

That could include customer-facing teams in hospitality and retail, employees working on client sites, contractors working alongside different organisations, or people working away from their usual base — something particularly relevant across the energy sector.

Employers should therefore be looking beyond their internal workplace and considering where, when and how their employees could be exposed to sexual harassment.

If an employee brings a successful sexual harassment claim and the employer is found to have breached the preventative duty, a tribunal can increase compensation by up to 25%.

With the higher standard coming into force, employers should be asking themselves whether they can demonstrate a proactive and comprehensive approach to prevention, rather than simply pointing to a policy or completed training course.

 

What should employers be considering?

Employers should be asking:

• Is our anti-harassment and dignity at work policy up to date?
• Have we assessed where sexual harassment could occur within our organisation?
• Have we considered risks involving customers, clients and other third parties?
• Do employees know how and where to raise concerns?
• Do managers understand how to respond appropriately to concerns and disclosures?
• Is our training up to date, relevant and documented?
• Can we evidence the preventative steps we have taken?

 

A harassment risk assessment can be particularly useful for finding where the risks are higher. Examples include customer-facing roles, lone working, work-related social events and roles where employees regularly deal with members of the public.

 

The role of managers

Prevention doesn’t sit solely with HR.

Line managers are often the first person an employee approaches after experiencing or witnessing inappropriate behaviour. They therefore need the knowledge and confidence to respond appropriately.

Managers should understand how to:

• recognise inappropriate behaviour
• respond to concerns and disclosures
• challenge inappropriate conduct where appropriate
• support employees
• escalate concerns in line with organisational procedures
• understand when further action may be required

 

Taking action early can help prevent inappropriate behaviour from becoming normalised or escalating into a more serious issue.

 

Is e-learning enough? 

Asking employees to complete an e-learning module may not, on its own, meet the threshold of taking “all reasonable steps”.

Sexual harassment is a sensitive and often complex subject. An e-learning can provide useful information, but it doesn’t necessarily give employees the opportunity to ask questions, discuss specific scenarios or check how the guidance applies to their own workplace. Employees may want to know:

• Does this behaviour cross the line?
• What should I do if I witness it?
• Who should I speak to if I’m uncomfortable raising it with my manager?
• What happens after I make a report?

 

A more interactive approach lets employees ask those questions and work through realistic workplace scenarios, understand what inappropriate behaviour can look like and build confidence in knowing what to do if they experience or witness it.

For employers, it can also help demonstrate a more active, meaningful and engaged approach to prevention, rather than simply relying on completion of an online module.

 

Training is only one part of prevention

Good training matters, but effective prevention needs more than training alone. Employers should also look at:

• Policies – are they clear, current and accessible?
• Risk assessments – have you identified where sexual harassment could occur?
• Reporting procedures – do employees know how to raise concerns?
• Third-party risks – have you considered customers, clients, contractors and members of the public?
• Management response – are managers confident handling concerns and disclosures?
• Record-keeping – can you demonstrate what preventative action you have taken?

If a complaint does reach a tribunal, having clear evidence of the steps your organisation has taken can be important.

 

How Quensh can help

At Quensh, we deliver one-hour Sexual Harassment Awareness Training sessions that are practical, interactive and engaging.

Unlike a standard e-learning module, our sessions take place in a safe and protected environment where employees can ask questions, discuss realistic workplace situations and understand how to respond if they experience or witness inappropriate behaviour.

We can also provide manager-specific training, covering how to handle disclosures sensitively, respond appropriately, escalate concerns and support employees.

Alongside training, our Harassment Risk Assessment & Policy Review helps organisations identify potential risks and check whether their current arrangements are appropriate. This can include reviewing:

• anti-harassment and dignity at work policies
• third-party risks
• reporting and escalation procedures
• training needs
• record-keeping

 

We then provide a clear, prioritised action plan to help close any gaps.

With 30 October fast approaching, now is the time to ask whether your organisation can show it is taking active, practical steps to prevent sexual harassment. It’s also the time to check that your people have the knowledge and confidence to respond when concerns arise.

At Quensh, we can help you assess your current approach and put practical measures in place.