From 30 October, "reasonable steps" becomes "all reasonable steps".

UK employers must take all reasonable steps to prevent sexual harassment of their staff, and must not permit harassment by customers and other third parties. Check where you stand in two minutes, free. Then get the documents.

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Free 7-point check

Tick what you have in place today. The steps follow the EHRC 8-step guide and Acas guidance.

A written sexual harassment policy that covers third parties and is dated and approved A risk assessment of where harassment could happen (power gaps, lone working, customers, alcohol, events) A clear way to report, formal or informal, including one that does not go through your own manager Training for all workers, and extra training for managers who handle complaints A confidential record of every concern raised, so you can see patterns A plan for harassment by customers, clients or visitors A diary date to review the policy, the risks and the training

Tick the boxes that are true.

Nothing you tick leaves this page. Sources: Acas, EHRC.

What changes on 30 October 2026

The preventative duty moves from "reasonable steps" to "all reasonable steps" (Employment Rights Act 2025, section 20; commenced by SI 2026/1065).
Employers must not permit harassment of their employees by third parties.
Acas: all reasonable steps means all the steps that are reasonable for your size, sector and work, focused on prevention, across the whole organisation, online and in person.
The law does not list the steps. Keeping records of what you did is how you show it.

Great Britain. The EHRC says it is updating its guidance for the 2026 changes, so check the current pages before you adopt anything.

The Prevention Pack

Word policy to fill in: who is protected, examples, third parties, reporting, what happens next, consequences, review.
Risk assessment worksheet using the EHRC step 3 questions.
One-page reporting and complaint steps for staff and managers.
30-minute manager briefing and a training outline.
Excel records: action tracker, training register with refresher dates, confidential concerns log, third-party incidents log, review calendar.

What it is not: a template pack, not legal advice. For a specific complaint or dispute, get advice from Acas or an employment solicitor.

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One-off. Instant download after payment. Word and Excel files.

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Checkout by Polar, in US dollars. If the file does not arrive, email fuseini.metadata@gmail.com with your receipt.

Questions

Does this apply to a small business? The duty applies to all employers in Great Britain. What counts as reasonable depends on your size and work, which is why the pack has you write down your own risks.

Will this make me compliant? No document can promise that. The pack helps you take and record the steps the guidance describes. You still have to do them and keep them up to date.

Northern Ireland? Different law. This pack is for England, Wales and Scotland.