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- Type:
- FAQs
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.
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- Type:
- Quick reference
Updated to include dates for October 2026 including Black History Month, World Menopause Month and World Mental Heath Day.
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- Type:
- Employment law guide
The case of Leighton v Renfrewshire Council considered when assisting someone else can amount to a protected act for the purposes of a victimisation claim.
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- Date:
- 29 July 2026
- Type:
- News
A trainee investigator for HM Revenue and Customs has been awarded £155,000 for victimisation, failure to make reasonable adjustments and disability-related harassment.
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- Type:
- Employment law guide
The case of Shah v Home Office dealt with the causation test for discrimination arising from disability. It provides a useful reminder for HR that an employer does not have to be motivated by the employee’s disability for such a claim to succeed. The key question is whether the unfavourable treatment was because of something arising from the employee’s disability.
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- Type:
- Policies and procedures
A model policy to set out your organisation's commitment to preventing sexual harassment at work, including the procedure for raising and investigating complaints of sexual harassment. This policy forms part of a two-policy approach and should be used alongside our Anti-harassment and anti-bullying policy (harassment other than sexual harassment).
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- Type:
- Policies and procedures
A model policy to set out your organisation's commitment to preventing bullying and harassment at work, including the procedure for raising and investigating complaints of bullying and harassment (other than sexual harassment). This policy forms part of a two-policy approach and should be used alongside our Anti-sexual harassment policy.
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- Type:
- Policies and procedures
The Employment Rights Act 2025 introduces employer liability for harassment by third parties and strengthens the duty to prevent sexual harassment. The policy wording has been updated to help employers prepare for the changes expected to come into force on 30 October 2026. The EHRC is currently working to update its technical guidance to reflect the forthcoming changes, and this policy will be reviewed again once the updated guidance is published.
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- Date:
- 22 July 2026
- Type:
- News
A care worker whose job offer was revoked after revealing she had breast cancer has won £17,000 in a disability discrimination claim.
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- Type:
- Legal timetable
Updated to confirm that employer liability for third-party harassment, and the duty to take all reasonable steps, are expected to come into effect on 30 October 2026, according to the Government's updated timeline.