How to prepare your business for stronger workplace harassment protections

A common misconception is that employers only need to act after a problem has been identified. In reality, guidance from the Equality and Human Rights Commission (EHRC) highlights the importance of assessing risks proactively, even where there is no history of complaints. 

Every organisation will have different risk factors, but areas worth considering include:

• Customer-facing environments
• Lone working situations
• Night working
• Work-related travel
• Conferences and networking events
• Work social events
• Remote and hybrid working arrangements
• Online and social media interactions between colleagues
• Teams where there may be significant power imbalances
• Sites where contractors, visitors or members of the public are present

Taking the time to identify potential risks can help businesses put appropriate safeguards in place before issues arise. 

Policies should clearly explain:

• What harassment is
• The standards of behaviour expected
• How employees can raise concerns
• How complaints will be handled
• What action may be taken where standards are breached

It is also worth reviewing whether existing policies adequately address incidents involving customers, clients, suppliers and other third parties, as these interactions are becoming increasingly important under the new rules. 

Employers should consider whether current measures are actually working. Are employees engaging with training? Do people understand how to report concerns? Are issues being identified and addressed appropriately?

Where existing approaches have proved ineffective, additional action may be needed. Employers should be prepared to review, adapt and strengthen their approach over time. 

Training helps employees understand acceptable workplace behaviour and gives managers the confidence to respond appropriately when concerns are raised.

Managers are often the first point of contact when someone experiences or witnesses inappropriate behaviour. Equipping them with the skills to recognise risks, handle conversations sensitively and escalate concerns appropriately can make a significant difference. 

Regular refresher training can also help ensure harassment prevention remains visible and relevant across the organisation rather than becoming a one-off exercise. 

Employees should know:

• How to report a concern
  •    Who they can speak to
  •    What will happen next
  •    How confidentiality will be managed
  •    What support is available

People are more likely to speak up when reporting processes are straightforward, accessible and trusted.

Creating a culture where employees feel comfortable raising concerns is one of the most effective ways to identify issues early and prevent them from escalating. 

One of the less obvious aspects of the upcoming changes is that employers should think not only about protecting employees from third parties, but also about how their own employees interact with customers, suppliers and partner organisations.

For example, if your team regularly works at client sites, attends events or collaborates closely with external partners, it is worth considering whether expectations and behaviours are clearly understood on all sides.

This wider perspective can help businesses strengthen relationships, reduce risk and promote respectful working environments wherever work takes place.