Compliance dates · 30 October 2026 · UK
The all reasonable steps duty on sexual harassment takes effect on 30 October 2026
From 30 October 2026 employers must take "all reasonable steps" to prevent sexual harassment, and become liable for third-party harassment of staff. Third-party liability reaches conduct by people the employer does not employ.
The same date carries union duties. Employers must inform workers of the right to join a union, and face strengthened union access, recognition and detriment rules. Four duties arrive on one date, and they divide between harassment and union matters rather than sitting together.
Every employer, with one size carve-out
Every employer. Union access provisions exempt employers with fewer than 21 workers across all workplaces, and the count runs across all workplaces rather than the largest one.
Preparing for 30 October
- Write down the steps you take to prevent sexual harassment, and test them against "all reasonable steps".
- Extend your harassment position to cover third parties: customers, contractors and visitors.
- Put the notice of the right to join a union in front of workers.
- Count your workers across all workplaces to see whether the fewer than 21 exemption applies to union access.
- Record who owns the harassment duty and who owns the union duties.
Two systems cover this date
The harassment half and the union half sit in different instruments, so this date is covered by two systems rather than one.
Employment Rights Act 2025 £1,500
Employment law reform for all employers in Great Britain: employee, worker and agency worker rights, statutory sick pay, and enforcement.
Employment Rights Act 2025 (c. 36) · United Kingdom
Equality Act 2010 £2,500
Protected characteristics, discrimination and workplace adjustment duties.
Equality Act 2010 (c. 15) · United Kingdom
Verified 19 August 2026.