The Employment Rights Act 2025 provisions introducing liability for third-party harassment and requiring employers to take all reasonable steps to prevent sexual harassment are due to come into effect on 30 October 2026.
The Employment Rights Act 2025 provisions under which employers can be liable for third-party harassment of their employees are due to come into effect on 30 October 2026.
The Government has updated its gender pay gap reporting guidance to say that calculations must be based on employees’ biological sex. The guidance attempts to provide examples of how employers might obtain reliable data, but employers may find it difficult in practice.