McPhail Watmore Associates Ltd
Preventing Sexual and Third Party Harassment at Work
What does the Employment Rights Act 2025 require?
From October 2026, the Employment Rights Act 2025 requires employers to take ALL reasonable steps to prevent sexual harassment at work, including harassment by third parties such as customers, clients and suppliers. We deliver sexual harassment training for every level of your organisation, helping you meet the new duty with confidence.
Since October 2024, employers have been under a legal duty to take reasonable steps to prevent sexual harassment of their workers. From October 2026 that bar rises. You will need to show you have taken all reasonable steps, and you will be liable if a third party harasses your staff and you cannot demonstrate you acted to prevent it.
Government regulations setting out exactly what counts as all reasonable steps are not expected until 2027, a year after the duty takes effect. Organisations that risk assess, update their policies and train their people now will be the ones able to demonstrate compliance when it matters. This is not an area that you can ignore.
October 2026
The new duty takes effect
ALL reasonable steps
The standard employers must evidence
Up to 25%
Tribunal uplift on uncapped compensation
Sexual harassment training for every level of your organisation
A single generic course will not satisfy the new duty. Training that is differentiated by role is itself evidence that you have taken your obligations seriously. That is why we deliver this training at four levels, and every course is available in person or online.
For senior leaders and boards
Prevention of Sexual and Third Party Harassment, Dignity at Work
Organisational responsibility, the legal framework, and how leaders set and evidence the tone from the top.
For managers
Prevention of Sexual and Third Party Harassment, Dignity at Work
Recognising the behaviours, acting early, and handling disclosures properly, built on realistic examples.
For team members, open to all
Ally and Active Bystander Training
Clarity on unacceptable behaviour, and the skills to intervene safely and constructively when you witness it.
For first responders
Harassment Contacts Training
Prepares designated staff to support a distressed colleague as the first port of call, sensitively and correctly.
What is third party harassment?
Third party harassment is harassment of your staff by people who are not your employees, such as customers, clients, patients, students, suppliers, contractors or visitors. From October 2026 you will be liable for it unless you can show you took all reasonable steps to prevent it.
If your people deal with the public, this duty reaches every point where those interactions happen, and your risk assessment, policies and training need to reflect that.
What our clients say
“
I had a great day yesterday, and learnt so much!
I will be meeting with our managers all next week, and I am sure that their learning will influence how we move forward.
Thank you for your energy and commitment.
Chief Officer
Age UK Torbay
“
The training on the day both myself and HR Director, were pleased to find it engaging and practical, with clear and relatable hospitality specific examples aligned to the law.
Assistant Learning & Development Manager, People and Culture
Four Seasons
“
Experience was really good – workshop activities made me think of things that would impact me – all topics were enjoyable
Employee
Redbridge Council
Trusted by organisations across
Higher Education•
NHS•
Government•
Finance•
Legal•
Housing•
Charity
Who this training is for
We work with organisations across the UK in the public and private sector, including higher and further education, the NHS, national and local government, finance, legal and professional services, housing and the charity sector.
This training is most often commissioned by HR directors, EDI leads and senior leaders preparing for the October 2026 deadline.
Working in higher education?
The duty is twofold. Alongside your obligations as an employer, the Office for Students Condition E6 requirements on harassment and sexual misconduct apply to your responsibilities towards students. We understand both, and we can help you build an approach that satisfies the two regimes together.
Our approach and credentials
All of our training is bespoke. We take time to understand your organisation, your sector and your risks, and we build sessions around realistic scenarios your people will recognise, because that is what changes behaviour and what stands up as evidence of compliance. Sessions can be delivered in person or online, as standalone courses or as a programme across all four levels.
Our consultants are experienced practitioners drawn from the public and private sector. McPhail Watmore Associates was established in 2000, and our founder Fiona McPhail is a Chartered Fellow of the CIPD with 30 years' experience in HR and equality, diversity and inclusion. You can read more about our team on our About page.
Established 2000
Over 25 years of training and consultancy
Chartered FCIPD
Founder led, 30 years' experience
Charter assessors
Investors in Diversity, Disability Confident Level 3
Seven consultants
Public and private sector practitioners
Frequently asked questions
What training do employers need before October 2026?
You need training that is tailored to your organisation and differentiated by role, covering senior leaders, managers and team members. A generic annual e-learning module is unlikely to satisfy the all reasonable steps standard.
What counts as all reasonable steps?
The regulations defining this are not expected until 2027, but the EHRC guidance is the working benchmark. It includes risk assessments, clear and accessible policies, effective training at every level, and trusted reporting routes.
Does the third party harassment duty only cover sexual harassment?
No. From October 2026 employers will be liable for third party harassment related to any protected characteristic under the Equality Act 2010, unless they have taken all reasonable steps to prevent it.
What happens if we do nothing?
Tribunals can increase uncapped compensation by up to 25 per cent for breach of the sexual harassment preventative duty, and the EHRC can take enforcement action even before an incident occurs.
Talk to our team about preparing for October 2026
Whether you need a single session or a programme across your whole organisation, we will build the right approach for you.