The ERA 2025 - a planning and readiness guide for employers

Changes in force from

Changes in force from October 2026

Navigating the Employment Rights Act 2025 - A planning and readiness guide for employers Protection from third party harassment • From 30 October 2026, workers will be able to claim against their employer if they are harassed by a third party in the course of their employment and the employer had not taken all reasonable steps to prevent the harassment from arising. • Third parties include visitors to site, members of the public, customers/ clients and suppliers. • Harassment includes all forms of harassment - not just sexual harassment. • Find out more about the reform Carry out a risk assessment of staff interactions with third parties to identify the risks. Identify and put in place all reasonable steps to address these. Engage line managers and other stakeholders with this task. Review and revise existing risk assessment for preventing sexual harassment to further address third party harassment as needed. Have you amended your policies to reflect the change? Train line managers on the new law so they can identify risk, know how to respond, and understand what to do if a complaint is made. Update your workforce training provision to reflect the extension of the duty. Include anti-harassment measures in your written terms and conditions with third parties - including clients, suppliers and service users. Notes Burges Salmon 11