Two in five employers unaware of upcoming sexual harassment law changes, warns Acas

A new survey commissioned by Acas has found that over two in five employers (41%) are unaware of upcoming changes to employment law to prevent sexual harassment in the workplace.

The Employment Rights Act 2025 strengthens the law on sexual harassment from 30 October 2026 when employers will need to take all reasonable steps to prevent sexual harassment in their organisation.

In preparation for the new changes, Acas is encouraging employers to take proactive steps now to prevent sexual harassment such as reviewing and updating existing policies, assessing and managing risk, and providing meaningful training.

The YouGov poll commissioned by Acas asked British businesses about whether they were aware of the new change. The survey found 41% were unaware while 59% were aware.

Acas has updated its advice on sexual harassment at work to help prepare employers for the new changes. The updates also reflect an upcoming new law change of organisations being liable for third party harassment such as from customers or the public unless they have taken all reasonable steps to prevent it.

Acas Head of Inclusivity, Julie Dennis, said:

“Most employers are up to speed on upcoming new responsibilities to take all reasonable steps to prevent sexual harassment at work but it’s concerning that 2 in 5 bosses are not.

“Next month employers could also be liable if customers or members of the public harass their staff too.

“Acas has updated its advice in this area, which outlines how employers will be impacted and can keep within the law.”

Sexual harassment is unwanted behaviour of a sexual nature. It can happen to men, women and people of any sexual orientation. It can be carried out by anyone of the same sex, another sex or anyone of any sexual orientation.

Currently, employers could be liable if a worker is harassed by another worker. In October 2026, the new law change means employers could be liable if the harassment is from a third party too unless they have taken all reasonable steps to prevent it.

A third party can be anyone in contact with workers who do not work for their organisations such as clients, customers, members of the public or people at conferences or events.

Employers must consider practical prevention measures that suit their organisations. This can include clear policies, staff briefings, signage for customers, security measures or reviewing supplier and customer contracts.