Watch Safecall’s on-demand webinar on what the new Employment Rights Act duty means for employers — and how to prepare for October 2026.
From October 2026, employers will face a tougher legal standard when it comes to preventing sexual harassment at work. Under the new Employment Rights Act duty, organisations will need to do more than show good intentions. They will need to demonstrate they took all reasonable steps to help prevent sexual harassment in the workplace.
For many employers, the challenge is knowing what that means in practice.
In this on-demand webinar, Safecall brings together legal, HR and workplace culture expertise to explore what the new Employment Rights Act sexual harassment duty means, what employers should be doing now, and how to build a more defensible, joined-up approach before the new requirements come into force.
What does the new Employment Rights Act duty mean for employers?
The updated Employment Rights Act raises expectations on employers to take proactive steps to prevent sexual harassment, not simply respond when concerns are raised.
That means looking beyond policies alone and reviewing whether your organisation has the right behavioural standards, training, reporting channels, investigation processes and leadership oversight in place.
What you’ll learn:
- what the new Employment Rights Act duty requires from employers
- what all reasonable steps may mean in practice
- how reporting, investigations and governance shape compliance
- why third-party harassment should be part of your prevention strategy
- what practical steps organisations should be taking now ahead of October 2026
Why this matters now
Many organisations know change is coming, but fewer feel fully prepared.
In the live session, attendees highlighted common challenges including building consistent behavioural expectations, engaging senior leadership, and documenting the action being taken.
This webinar helps cut through the uncertainty and focus on the practical steps that matter most.
Meet the speakers:
Joanna Lewis
Managing Director, Safecall
Joanna is the Managing Director of Safecall. She leads the Safecall business teams in delivering confidential whistleblowing services, training, and independent investigations on behalf of organisations around the world. As part of that role, Joanna sees the effect that whistleblowing reporting has on promoting positive working cultures and preventing or mitigating damage to business reputations.
Liam Murison
Head of HR at Kier Group & Kier Property
Liam is the Head of HR and Policy Development at Kier Group, responsible for supporting the organisation’s corporate functions and ensuring that all HR policies and processes align with the EVP, are legally compliant, and remain fit for purpose. His role also includes monitoring and responding to legislative changes, such as the Workers Protection Act and the Employment Rights Act.
Nick Marshall
Partner, Linklaters LLP
Nick is a Partner in the Employment & Incentives team at Linklaters. He advises employers on employment law, litigation, investigations, and workplace risk. Nick regularly supports organisations on sexual harassment matters, from policies and procedures to legal compliance and response, bringing a practical perspective on preparing for and evidencing the revised employer duties.
Need support?
Safecall supports employers with whistleblowing services, investigations and training that help strengthen workplace culture and improve confidence in speaking up. If this webinar raises questions about your organisation’s readiness, our team is here to help.
Call us on +44 (0) 191516 7720 or get in touch with us via the contact form below: