The workplace landscape across the UK is undergoing a quiet but powerful transformation in 2025. For forward-thinking employers, that means one thing: now is the time to move beyond reactive policies and build a workplace culture rooted in prevention.
New legislation has made headlines — but the real story is about how employers respond.
What’s Changed — And Why It Matters Now
In October 2024, the Worker Protection (Amendment of Equality Act 2010) Act 2023 officially came into force, introducing a statutory duty for employers to take reasonable steps to prevent sexual harassment in the workplace.
This is more than just a tweak to the law. It’s a fundamental shift in expectations: from waiting until something goes wrong, to actively making sure it doesn’t.
And 2025 is already seeing the ripple effects. The Equality and Human Rights Commission (EHRC) has issued updated guidance, and both regulators and tribunals are raising the bar. There’s a growing emphasis, especially for small and medium-sized businesses, on demonstrating that harassment prevention is being taken seriously, not just filed away in a policy binder.
What Does a “Reasonable Step” Look Like?
Under the new law, employers must go beyond simply having policies on paper. They need to show that they’re actively taking steps to prevent harassment. This means providing regular training so employees understand what harassment looks like and how to report it. Reporting channels must be clear and easily accessible, while managers need to be equipped with the knowledge and confidence to act swiftly and effectively when issues arise. It also involves reviewing workplace culture regularly to identify and address risks before they escalate.
In short: prevention isn’t passive. It requires commitment and visible action.
Why Training Is Often the First Step
Training is often the clearest way to demonstrate your commitment to a respectful workplace. It sets expectations for behaviour, empowers employees to speak up early, and supports managers who may be unsure how to respond to reports. Beyond compliance, training shows your team that their safety and dignity truly matter, not just on paper but in practice.
It also helps reduce legal risks by providing documented evidence that your organisation is proactively tackling harassment.
Feeling Overwhelmed? You’re Not Alone
Even the most well-run businesses encounter uncomfortable situations. But the companies that will thrive in 2025 are the ones that choose to be proactive — not because they have to, but because they know it’s the right thing to do.
This moment isn’t just about a legal shift. It’s a cultural one.
And culture starts with awareness, honesty, and yes — training.
Need Support?
Whether you’re unsure where to start or looking to benchmark against what others in your industry are doing, we’re here to help.
