Cumbria Chamber of Commerce is urging businesses across the county to review their workplace harassment policies and procedures ahead of significant employment law changes coming into force on 30 October 2026.

With just ten days remaining, the Chamber is encouraging employers to ensure they understand their responsibilities under the Employment Rights Act 2025, which introduces stronger duties to prevent sexual harassment and new liabilities for harassment carried out by customers, clients and other third parties.

Under the new legislation, employers will be required to take 'all reasonable steps' to prevent sexual harassment of their employees, strengthening the existing requirement to take 'reasonable steps'.

The changes also introduce potential employer liability for harassment by third parties, including customers, suppliers, contractors and members of the public, where businesses have failed to take all reasonable steps to prevent it.

These protections extend to harassment related to protected characteristics under the Equality Act 2010, not just sexual harassment.

The reforms could have particular implications for Cumbria's hospitality, tourism, retail and care sectors, where employees regularly interact with customers and other members of the public.

However, the Chamber is highlighting that the responsibilities apply to employers across all sectors, regardless of their size.
Recent research published by Acas in September found that 41% of employers surveyed were unaware of important changes to the law on preventing sexual harassment at work, raising concerns that businesses may not be fully prepared for the strengthened requirements.

Emily Bennett, Policy Executive, at the Cumbria Chamber of Commerce, said: "These changes are significant, and employers need to understand that simply having a workplace harassment policy may no longer be enough.

"Businesses will need to demonstrate that they've taken all reasonable steps to prevent harassment, including situations involving customers, clients and other people outside their organisation.

"For Cumbria's many small and medium-sized businesses, particularly those operating in customer-facing sectors, this is something that needs careful consideration.

"It's not necessarily about businesses deliberately ignoring their responsibilities. Often, the risk comes from outdated policies, a lack of appropriate training or managers simply not knowing how to respond when an incident occurs.

"With the deadline fast approaching, we'd encourage employers to review their existing arrangements and seek expert advice where they're uncertain about their obligations. Taking action now could help prevent much more serious problems further down the line."

The Chamber is advising businesses to consider whether their harassment prevention policies are up to date, whether workplace risks have been properly assessed and whether managers and employees understand how to recognise, report and respond to inappropriate behaviour.

Employers should also consider the risks posed by interactions with customers, suppliers and other third parties, and whether the measures they have in place are appropriate for their particular working environment.

What constitutes 'all reasonable steps' will depend on the circumstances of each organisation, including its size, sector and the risks employees may face.

The 30 October changes form part of a wider programme of employment law reform, with further measures scheduled for January 2027, including the reduction in the ordinary unfair dismissal qualifying period from two years to six months and tighter restrictions on certain fire and rehire practices.

Cumbria Chamber of Commerce is encouraging employers to take a proactive approach to the reforms and make use of the expert support available.

Existing Chamber members can access specialist HR and employment law advice through Chamber Protect, delivered by Quest, while non-members can contact the Chamber to explore the guidance, legal support and business protection available through membership.

The Chamber has also developed a dedicated Employment Rights Act information page, outlining the key legislative changes, upcoming deadlines and areas employers should consider reviewing.

Businesses can access the guidance and submit an enquiry for expert support at:
https://cumbriachamber.co.uk/employment-rights-act/