Employer Alert: The Rules Change This October!
From October 2026, UK employers face a major uplift in their legal duties around workplace harassment — and simply "having a policy" won't be enough.
#1: Readiness Assessment
#2: Staff Training
#3: Additional Manager Duties
What the Harassment & Discrimination Law Requires
Our clients agree. 97% of participants confirmed that the training increased their knowledge of harassment. 4.9 Approval Rating
Our training is CPD Certified and trusted by thousands of companies. 100K+ sessions delivered
The foundation: Equality Act 2010
This is the bedrock statute (covers England, Scotland and Wales ).
Nine protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.
Section 26 defines three forms of harassment:
Unwanted conduct related to a protected characteristic that has the purpose or effect of violating someone's dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment for them.
Sexual harassment — unwanted conduct of a sexual nature with the same purpose/effect.
Less favourable treatment because someone rejected or submitted to sexual harassment (or harassment related to sex/gender reassignment).
Key training point — the "purpose or effect" test: Intent is not a defence. Conduct can be harassment even if the person "didn't mean it that way" or it was "just banter." This is one of the most important mental-model shifts for UK audiences.
Vicarious liability: Employers are liable for harassment by their employees "in the course of employment" — but have a statutory defence if they can show they took "all reasonable steps" to prevent it. Training is part of the evidence base for that defence.
Under the Employment Rights Act 2025, the standard rises from taking reasonable steps to taking all reasonable steps to prevent harassment. At the same time, employers become directly liable when their staff are harassed by third parties — customers, clients, suppliers, contractors and visitors — unless they can show they took every reasonable step to prevent it. And this protection now spans every protected characteristic, not just sex.
This is an anticipatory duty. Waiting for a complaint before you act will no longer satisfy the law. Employers are expected to assess the risks, put safeguards in place, and keep the evidence to prove it.
That is exactly what our training delivers: robust, role-appropriate training that forms a core part of your "all reasonable steps" defence — alongside clear policies, proper reporting routes and a documented audit trail that will stand up if it is ever tested.
Don't wait until October to expose the gaps. Click on the button below to take a free training session. Use access code 999 for preview purposes.
Are you prepared for October deadline?
This act put employers under a proactive duty to take reasonable steps to prevent sexual harassment, with the EHRC able to take enforcement action and tribunals able to increase compensation if an employer hasn't taken those steps. ACAS explicitly lists training someone to advise on harassment complaints as one of those steps.
Employer Mandate:
Policies
Training
Leadership
Reporting
Investigations
Respectful Culture
Are you ready? Take our free Readiness Audit! You’ll need to conduct regular risk assessments, but we provide a quick overview. See how your organisation stacks up!
Our Training Approach
1. UK‑Specific Legal Alignment
We translate the Worker Protection Act’s requirements into clear, actionable guidance for employees and managers. Participants learn what “reasonable steps” mean in practice, how the EHRC evaluates compliance, and what behaviours—subtle or overt—constitute harassment under UK law
2. Realistic, Scenario‑Based Learning
Employees often recognise obvious misconduct but miss subtler patterns. Our training uses UK‑relevant examples, digital‑communication scenarios, and bystander situations to help people identify issues early and respond confidently
3. Behaviour‑Change Microlearning
Research shows single annual sessions rarely change behaviour. Our programme uses short, spaced modules that improve retention, boost engagement, and support continuous prevention—meeting the modern standard for “reasonable steps.
4. Manager‑Focused Guidance
In Session B, managers receive dedicated content on handling concerns, supporting employees, documenting issues, and meeting their heightened responsibilities under UK law.
5. Positive, Empowering Messaging
We avoid the traditional “list of don’ts.” Instead, we emphasise allyship, shared responsibility, and the role each employee plays in creating a safe workplace—an approach proven to increase engagement and reduce resistance.
What’s Included In the Training
Session A: Core Employee Training (microlearning modules + knowledge checks)
Session B: Manager Training (handling reports, preventing third‑party harassment, escalation steps)
Customisable Tools including an annual assessment and templates for regular risk assessment
Certificates of Completion
Tracking & audit‑ready documentation
Pricing (UK Market)
We offer simple, transparent pricing designed for organisations of all sizes:
Per‑Employee Licensing: £17–£25 per employee annually, depending on volume
Manager Module Add‑On at no extra cost
Enterprise Packages: Custom pricing for organisations with 500+ employees, including tailored content and culture‑assessment support
All packages include hosting, tracking, certificates of completion, and ongoing updates aligned with UK legal changes.
SCORM files for easy Learning Management System integration available or use the i2i platform (dedicated webpage for over 100+).
Translation available into over 60 languages.
Why UK Employers Choose Us
Built specifically for the Worker Protection Act 2023
Designed to satisfy the EHRC’s “reasonable steps” expectations
High engagement through microlearning and realistic scenarios
Proven to increase confidence in recognizing and responding to harassment
Suitable for hybrid, office, and frontline workforces
Clear, audit‑ready documentation for tribunals or regulatory review