The Government has introduced a further set of employment law reforms under the Employment Rights Act 2025, with important changes coming into force on 30 October 2026. These reforms are designed to strengthen workplace protections, particularly in relation to harassment, and to improve access to trade unions.
If you are an employee or worker, these changes could provide you with greater protection at work and make it easier to access trade union support.
Stronger Protection Against Sexual Harassment
One of the most significant changes is the strengthening of employers’ responsibilities to prevent sexual harassment in the workplace.
Currently, employers are required to take “reasonable steps” to prevent sexual harassment. From 30 October 2026, they must take “all reasonable steps” to prevent it. This means employers will be expected to take a more proactive approach to creating a safe working environment. They may need to provide regular training, review workplace policies, assess risks and ensure employees feel able to report concerns without fear of retaliation.
For employees, this change should lead to greater accountability where employers fail to take adequate action to prevent harassment. If an employer has not taken all reasonable steps to protect staff, that failure could have important consequences in any employment tribunal claim.
Protection from Harassment by Customers and Clients
The reforms also extend protection against harassment carried out by third parties.
This means that harassment by individuals such as Customers, Clients, Service users, Contractors, or Visitors to the workplace can now give rise to legal liability for an employer if it has failed to take all reasonable steps to prevent such behaviour.
For many employees, particularly those working in customer-facing roles, this is a significant development. Workers should not be expected to tolerate inappropriate behaviour simply because it comes from someone outside the organisation. Employers will be expected to take complaints seriously and implement measures to protect staff when third-party harassment occurs or there is a risk that it may occur.
Greater Access to Trade Unions
The new regulations also strengthen trade union rights. From 30 October 2026, trade unions will be able to request:
Physical Access to Workplaces- Trade unions may seek permission to visit workplaces to communicate directly with workers, even where the employer does not formally recognise the union.
Digital Access to Workers – Trade unions will also be able to request access to workers through digital communication methods, making it easier for employees to receive information about trade union membership and representation.
Additional changes will also improve the facilities available to trade union representatives, helping them to carry out their roles more effectively. For employees, these reforms may make it easier to learn about trade unions, obtain advice and support, and engage with workplace representation if they choose to do so.
Delay to Trade Union Rights Information
One expected change has been postponed. The Government had originally planned to introduce a requirement for employers to provide workers with a statement explaining their right to join a trade union at the same time as these reforms. However, this obligation has now been delayed until January 2027. Once introduced, workers should receive clearer information about their right to join a trade union and access representation.
What Should Employees Do?
As these changes come into force, employees may wish to:
- Familiarise themselves with their employer’s harassment and dignity at work policies.
- Report incidents of sexual harassment or third-party harassment where they occur.
- Keep records of any concerns or incidents that arise in the workplace.
- Seek advice from a trade union, workplace representative or employment law adviser if issues are not addressed appropriately.
Looking Ahead
The reforms taking effect on 30 October 2026 represent a significant strengthening of workplace rights. By increasing employers’ responsibilities to prevent harassment, extending protection against misconduct by customers and clients, and improving access to trade unions, the Government aims to create safer and more supportive working environments for employees across the UK.
For workers, these changes provide enhanced protections and greater access to support, helping to ensure that concerns raised in the workplace are taken seriously and addressed effectively.
