UK employers must take 'all reasonable steps' to prevent sexual harassment from 30 October

Summary

The Sky News segment explains changes taking effect on 30 October 2026 under the Employment Rights Act 2025. It features testimony from actor Aviana about her experience of sexual harassment, outlines the strengthened duty on employers to take 'all reasonable steps' to prevent sexual harassment (beyond the prior 'reasonable steps' requirement that began in 2024), and notes new employer liability for third-party harassment (e.g. by customers in a bar or patients in the NHS) unless all reasonable steps were taken. Interviews include a union or advocacy representative stressing action on reports and collective responsibility including by male colleagues, and a business representative highlighting challenges for small firms lacking HR expertise.

The piece ties the reforms to Labour's 2024 manifesto commitments on workplace safety alongside other measures like sick pay and zero-hours contracts. Sourcing is primarily explanatory with references to the Act and recent research on employer awareness; no named government officials appear, but the tone aligns with official Acas guidance released around the same date.

Editorial Assessment

The broadcast is largely accurate and timely, aligning closely with official Acas and legal analyses of the Employment Rights Act 2025 changes. Viewers receive a clear overview of the elevated preventative standard and the reintroduction of third-party liability (previously removed in 2013), supported by real-world examples. However, it omits that the 'all reasonable steps' duty for sexual harassment does not create a standalone claim—tribunals may uplift compensation by up to 25% in successful harassment cases—and that the third-party rule now covers most protected characteristics, not only sexual harassment. The segment also does not mention that specific regulatory guidance on evidence-based steps is not expected until 2027. Small-business concerns are raised sympathetically but without data on prevalence or cost estimates, which could leave viewers with an impression of uniform burden. Overall framing emphasizes worker protection and shared responsibility, potentially downplaying implementation challenges for smaller employers.