Preventing Sexual Harassment at Work

The expectations on employers are changing. Managers need to be ready.

Since October 2024, UK employers have had a positive legal duty to take reasonable steps to prevent sexual harassment at work.

From 30 October 2026, that requirement becomes stronger. Employers will be expected to take all reasonable steps to prevent sexual harassment, alongside strengthened protection relating to harassment by third parties such as customers and clients.

For many organisations, the challenge isn't knowing that legislation exists. It is making sure the people managing teams understand what it means in practice.

• What should managers be looking out for?

• What should they do when someone raises a concern?

• Where are the risks within their own working environment?

• And what should organisations be doing proactively rather than waiting for something to happen?

This practical webinar has been developed for managers, leaders and HR professionals who want clear guidance on their responsibilities and the actions they can take.

During the webinar we'll cover

• What the preventative duty means in practice

• What changes from 30 October 2026

• What “all reasonable steps” could mean for employers

• The responsibilities of managers

• Recognising inappropriate behaviour and potential risks earlier

• Responding confidently when concerns are raised

• Handling sensitive and difficult conversations

• Supporting investigations appropriately

• Harassment involving customers, suppliers and other third parties

• Creating a respectful working environment

• Practical preventative actions managers can take

The preventative duty is proactive: employers are expected to consider where sexual harassment could occur and take steps to prevent it, rather than simply responding to complaints after an incident. EHRC guidance also makes clear that what is reasonable will depend on the circumstances of each employer.

Why this matters

Having a policy isn't enough.

Managers are often closest to what is happening day to day.

They influence behaviour, set expectations, hear conversations and may be the first person someone approaches when something doesn't feel right.

Recent EHRC enforcement activity has also highlighted the importance of managers understanding policies, workplace risk assessments, appropriate training and proactive action rather than relying on employees to raise formal complaints.

This session is designed to give managers the practical understanding and confidence to fulfil that responsibility.

Who should attend?

• HR and People professionals

• Operations Managers

• Production and Manufacturing Managers

• Team Leaders and Supervisors

• Shift and Department Managers

• General Managers

• Senior Leaders

• Business Owners

No previous employment-law knowledge is required.

What you'll leave with

• A clear understanding of the preventative duty

• Awareness of the changes taking effect in October 2026

• Greater confidence recognising and responding to concerns

• A clearer understanding of the manager's role

• Practical actions you can take immediately

• Greater confidence supporting colleagues and creating a respectful workplace