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- Type:
- Letters and forms
Use this model form to assess the risk of workers being exposed to: harassment related to a relevant protected characteristic (age, disability, gender reassignment (or transitioning), race, religion or belief, sex and sexual orientation); sexual harassment; and victimisation. This form also includes specific sections on third-party harassment risks.
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- Date:
- 21 September 2026
- Type:
- Commentary and insights
From 30 October 2026, the Employment Rights Act 2025 widens the sexual harassment prevention duty on employers to require them to take "all reasonable steps" to prevent sexual harassment of workers. As 30 October approaches, what should HR professionals be doing to ensure that their organisation is ready to comply with the expanded duty?
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- Type:
- Leading practice guides
This series of guides has been updated throughout to reflect the increased use of the term "trans" instead of "transgender", including in the updated EHRC statutory code of practice for services, public functions and associations.
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- Type:
- Leading practice guides
Updated to highlight that from 30 October 2026, employers will need to take all reasonable steps to prevent the harassment of employees by third parties, including on account of gender reassignment.
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- Type:
- Policies and procedures
There is an increasing trend towards using the term "trans" rather than "transgender", including throughout the updated EHRC statutory code of practice for services, public functions and associations. We always ensure that we are using the most up-to-date language in our model policies and so have updated this model policy throughout to use the term "trans".
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- Type:
- Letters and forms
Updated to reflect the sexual harassment reforms due to come into force on 30 October 2026 under the Employment Rights Act 2025. The form has also been enhanced to function as both a risk assessment and an action plan, helping employers record further actions, allocate responsibility, identify any remaining significant risks, and monitor the effectiveness of preventative measures.
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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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- Type:
- Letters and forms
There is an increasing trend towards using the term "trans" rather than "transgender", including throughout the updated EHRC statutory code of practice for services, public functions and associations. We always ensure that we are using the most up-to-date language in our model policies and so have updated this model action plan throughout to use the term "trans".
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- Date:
- 15 July 2026
- Type:
- Commentary and insights
If you were sent to prison, would you know how to rebuild your life? Would you be able to trust in an inclusive, fair and progressive employment system? Georgie Williams considers the first steps employers can take to open their doors to formerly incarcerated workers and be part of the DEI movement towards post-carceral reintegration.
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- Date:
- 7 July 2026
- Type:
- News
The Nursing and Midwifery Council (NMC) has dropped its case against Jennifer Melle, the nurse suspended for talking to the media about how her NHS trust treated her after she misgendered a trans patient. Epsom and St Helier University Hospitals NHS Trust confidentially settled its high-profile tribunal case with Melle in April, just before an employment tribunal case was to be heard.