• 26 October 2023 – Royal Assent granted
• 26 October 2024 – Employer duties and enforcement provisions take effect

• All employers in England, Wales, and Scotland
• Applicable regardless of size or sector
• Employers with websites, portals, or digital policies must comply with communication expectations

None stated in the Act—all UK employers fall under its scope

• Take reasonable steps to prevent sexual harassment in the workplace (this may include having a confidential and accessible reporting mechanism, though not explicitly required by the law)
• Treat prevention failures as unlawful acts under the Equality Act
• Prepare to provide evidence of steps taken if challenged before a tribunal
• Ensure managers and staff understand the new employer duty

Employers with websites or employee portals should:

• Clearly state their anti-harassment policy, including the duty to prevent sexual harassment
• Include guidance on how to report concerns internally and externally
• Ensure accessibility to relevant policies and reporting options via employee-facing web pages
• Include a non-retaliation statement to reinforce whistleblower protections

• Employers should review onboarding, handbooks, and digital policies to ensure alignment
• Consider updating reporting processes, training, and web content ahead of the enforcement date

• Right to work in an environment free from sexual harassment
• Right to report incidents without facing victimisation
• Right to receive compensation where failure to prevent harassment is proven

• Enforcing Authority:
  • Employment Tribunals (for individual claims)
  • Equality and Human Rights Commission (EHRC) (for systemic enforcement)
• Regulatory Mechanism:
  • Tribunals assess whether reasonable steps were taken
  • EHRC may investigate and issue unlawful act notices
• Penalties:
  • Compensation uplift of up to 25% in harassment cases
  • Binding recommendations or public notices by EHRC