5 employment law changes workers and employers need to know

New rules coming into force this October will strengthen protections against sexual harassment, change tribunal deadlines and place greater responsibilities on employers when third parties harass staff.

By Maria Martin

Another set of changes to UK employment law is coming this autumn. While many will concern employers and HR departments, some will have a direct impact on working life.

The Employment Rights Act 2025 introduces several changes in October 2026, including stronger protections against sexual harassment, new responsibilities for employers when harassment comes from customers or clients, and more time for workers to bring employment tribunal claims.

So what do employees and employers actually need to know?

1. Employers will have to do more to prevent sexual harassment

From 30 October, the existing duty on employers to take “reasonable steps” to prevent sexual harassment will be strengthened. The new requirement is to take “all reasonable steps” to prevent sexual harassment of workers. What is reasonable will depend on the organisation, its size, sector and the risks faced by its workers.

That means employers shouldn’t simply react when an incident happens. They are expected to consider where risks might arise and take preventative action, which could include reviewing policies, training staff and managers, providing different ways for workers to report concerns and assessing particular workplace risks.

2. Customers and clients could put employers in the firing line

Perhaps the most eye-catching change is that employers can become liable for harassment by third parties, such as customers, clients, service users or members of the public, unless the employer has taken all reasonable steps to prevent it.

And this isn't limited to sexual harassment. The new provision covers harassment under the Equality Act 2010, including harassment related to characteristics such as age, disability, race, religion or belief, sex and sexual orientation.

For industries where employees regularly deal with the public, from hospitality and retail to healthcare, leisure and customer service, this could be particularly significant. It raises a practical question: what can an employer actually do when the person causing the problem is a customer rather than a member of staff?

Acas suggests measures could include assessing third-party risks, recording incidents, having clear policies, training staff in areas such as safety and de-escalation, and reviewing relevant customer, client and supplier terms and conditions.

3. “It’s only banter” isn't a defence to having no preventative measures

The new rules put the emphasis firmly on prevention. Employers are encouraged to consider situations in which their workers may be vulnerable, for example, working alone, dealing with customers, attending work social events, travelling for work, or working in environments where alcohol is involved.

That doesn't mean every workplace needs the same measures. Acas says what is reasonable depends on factors including the organisation's size, sector, working environment and the people workers come into contact with.

For employers, the practical message is to look beyond having a policy sitting in a folder. Staff need to know what behaviour is unacceptable, how to report concerns and what will happen when they do.

4. There is already a financial consequence for getting sexual-harassment prevention wrong

The Equality and Human Rights Commission can take enforcement action where an employer fails to comply with the duty. If an employee successfully brings a sexual-harassment claim, an employment tribunal can increase compensation by up to 25% if it finds that the employer breached the preventative duty.

The new “all reasonable steps” requirement raises the bar further from 30 October. For businesses, that makes documentation important: being able to demonstrate that risks were considered, policies reviewed, training delivered and concerns acted upon could become increasingly significant.

5. Workers will have longer to bring most employment tribunal claims

From 1 October 2026, the time limit for bringing most employment tribunal claims will increase from three months to six months minus one day. The new limit applies where the relevant time limit starts on or after 1 October.

That gives workers more time to consider their options, although employment tribunal time limits can be complicated and different rules can apply depending on the type of claim. For anyone considering a tribunal claim, the safest approach is not to assume that having more time means there is no urgency.

What should employers do now?

With October fast approaching, employers should be looking at whether their existing policies and practices are sufficient. Acas recommends reviewing policies, considering whether a standalone sexual-harassment policy is appropriate, providing suitable training, ensuring workers have more than one way to report harassment and making sure preventative measures are actually operating in practice.

The message behind the changes is relatively simple: don't wait for something to go wrong before deciding how you will deal with it. And when it comes to harassment from customers, clients or other third parties, employers will increasingly need to consider not just who works for them, but who their workers come into contact with as part of the job.

This article is intended as general information and does not constitute legal advice.

Maria Martin is a digital editor, freelance writer specialising in travel features, wellness and business.