Regulating to end Workplace Harassment

<p>From the 30^th October 2026, employers in the UK (excluding Northern Ireland) will be required to take all reasonable steps to prevent sexual harassment, including harassment by third parties.</p><p>These changes mark a further development in the implementation of the Employment Rights Act 2025, but do they go far enough to remedy gaps in protection from harassment in and outside of the workplace?</p><p>In this episode, we chat to <strong>Dr Natalie Sedacca,</strong> Assistant Professor in Employment Law at Durham Law School, who shares her analysis of these provisions as well as the new whistleblowing protection and restrictions on Non-Disclosure Agreements.</p><p>We take a look at the UK’s obligations since ratifying ILO Convention 190 and what the road to improving mechanisms to address harassment at work has looked like.</p><p>The episode also considers the meaning of taking ‘all reasonable steps’, and where responsibility for the proactive enforcement for harassment lies.</p><p>Do share your thoughts on the episode on social media, and subscribe to the IER’s Working Life Podcast.</p><p>Our factsheet on Harassment can be found here: <a href="ier.org.uk/employment-rights-bill-ier-fact-she…; rel="nofollow">ier.org.uk/employment-rights-bill-ier-fact-she… can read Dr Sedacca’s article for the Industrial Law Journal here: <a href="doi.org/10.1093/indlaw/dwag008"; rel="nofollow">doi.org/10.1093/indlaw/dwag008</a></p…;