Many employers will already be aware of the duty introduced in October 2024 requiring organisations to take reasonable steps to prevent sexual harassment in the workplace. However, from 30 October 2026, the law is being strengthened further and employers will be expected to take all reasonable steps to prevent sexual harassment occurring in the workplace.

This means it is no longer enough to simply respond to complaints when they arise. Employers should be actively considering where risks exist and what measures can be put in place to prevent issues from occurring in the first place.

What does this mean in practice?

Managers should consider whether:

• Policies relating to bullying, harassment and dignity at work are up to date.
• Staff know how to raise concerns.
• Managers are confident handling complaints.
• Regular training is being delivered.
• Workplace risks have been considered, particularly where staff work alone, attend off-site appointments, interact with patients or members of the public, or attend work-related social events.

The changes are particularly relevant in healthcare settings, where employees regularly interact with patients, visitors, contractors and suppliers. From October 2026, employers may face increased scrutiny if a member of staff experiences harassment from a third party and reasonable preventative measures were not in place.

What should managers be doing now?

A good starting point is to review current arrangements and ask the following questions:

• When was our harassment policy last reviewed?
• Have all employees received training recently?
• Do managers understand how to deal with concerns appropriately?
• Are reporting processes clear and accessible?
• Have we considered situations where staff could be more vulnerable to inappropriate behaviour?
• Are concerns investigated promptly and consistently?

It's also important to remember that preventing harassment is not just about policies and procedures. Workplace culture plays a significant role. Employees should feel comfortable raising concerns and confident that concerns will be taken seriously and addressed appropriately.

Why should employers act now?

Reviewing policies, refreshing training and assessing workplace risks can help create a safer working environment and demonstrate that the organisation has taken proactive steps to protect its workforce.

Key Takeaway

The key message is simple: from 30 October 2026, employers will be expected to do more than react to incidents of sexual harassment. They will need to demonstrate that they have taken active and ongoing steps to prevent harassment from occurring. For GP practices, dental practices and other healthcare providers, now is the time to review policies, train managers and ensure appropriate measures are in place to support a respectful and safe workplace for all.

FPM Core contains a broad library of HR related polices and procedures. Check the latest updates here and read more about the system here.