From prevention policies to whistleblowing rights, see how the Worker Protecti

From prevention policies to whistleblowing rights, see how the Worker Protection Act is changing work.

By Annie Gray

October 2025 marked one year since the Worker Protection Act took effect.

This law requires employers to take reasonable steps to prevent sexual harassment at work. It sends a clear message that organisations must build safer, more inclusive workplaces. Protecting individuals from harm before problems happen, not only after they are reported.

Has the Duty delivered on its promise?

Despite tighter rules, sexual harassment at work is still a serious problem.

A recent survey from the union Unite found worrying results. 25% of its 300,000 female members said they had experienced sexual assault at work. Almost half (43%), reported inappropriate touching by a manager, colleague or third party. 56% also said they had experienced sexually offensive jokes.

In early 2025, ACAS revealed they’d also seen a 39% rise in enquiries about sexual harassment at work. This was compared with the same period in 2024.

Whilst employers are aware of their legal responsibilities, these statistics show more support and prevention is needed. Employers must have clear steps in place to stop harassment before it happens.

More Legal Changes Ahead

The Worker Protection Act has also paved the way for more protective changes.

In October 2025, the Department for Business and Trade (DBT) began reviewing the Employment Rights Bill. From April 2026, reports of sexual harassment could be recognised under whistleblowing law.

This means that anyone who reports harassment at work will have stronger protection from unfair treatment or dismissal.

Further changes could also come in October 2026.

One proposal is to give employers a stronger duty to prevent harassment from third parties such as customers or clients. Currently, employers must take “reasonable steps” to stop sexual harassment at work. Under the proposed change, they will need to take “all reasonable steps.” This is still under discussion by the government.

As discussions about sexual harassment continue, employers face a big challenge. Turning compliance into a real culture change. Preventing harassment isn’t merely about following the law. It’s about embedding it in company culture. Employers and employees must work together to create safe and respectful environments.

How can employers embed strategies into workplace protocols?

Employers need to check and improve their methods. This will ensure prevention measures are practical and part of their organisation’s culture.

Employers can build a solid foundation by integrating key steps into workplace protocols. When done well, they will highlight acceptable and unacceptable behaviour in the organisation.

These key steps include:

1. Develop and Implement Policies

Employers should have clear, up to date policies. These should set out exactly what behaviour is unacceptable and show a zero-tolerance stance. They should also cover how to report concerns and harassment by third parties.

How these policies are shared is also important. They shouldn’t be buried in a handbook no one reads. They should be easy to see and access - on intranets, in onboarding packs and discussed in team meetings.

2. Training and Awareness

Regular training should be mandatory for all employees. These sessions should help staff to learn about harassment and discrimination laws. They should explain how to report incidents and outline clear behaviour expectations.

Senior staff should also attend tailored training sessions to help them handle complaints.

3. Encourage Reporting and Provide Support

Many employees may not report incidents because they fear others won’t believe them. To avoid this, employers should provide several, confidential reporting channels.

Support mechanisms like counselling services, employee assistance programmes and access to mental health first aiders should be easy to access. Where needed, mediation or temporary changes to work arrangements should be available.

4. Assess and Reduce Risks

Employers should set clear behaviour standards for work-related social events. They could also introduce panic buttons to help prevent harassment. These processes help prevent incidents and show a commitment to employee safety.

5. Take Appropriate Action

Every workplace complaint should be taken seriously and fully investigated.

In cases of third-party harassment, this could mean banning the perpetrator. Or it could mean ending a business relationship altogether.

Organisations that act before a tribunal claim or viral social media post prevent sexual harassment most effectively. They listen, respond and create proactive systems where everyone feels safe and valued.

Taking clear, decisive action creates a workplace culture built on respect, inclusion, and accountability. When employees feel safe, valued and heard everyone benefits.

About the author

Annie Gray is a Partner in the Employment Team at Schofield Sweeney. Acting for organisations and schools, she offers expertise on a range of employment law matters. Schofield Sweeney is an award-winning, full-service law firm. Recognised in The Times Best Law Firms 2024 and 2025 for its advice to businesses and individuals.

How The Worker Protection Act Is Shaping The Future Of Work