The changes to construction employment law affect holiday pay, statutory rights, and protections against workplace harassment.
Specialists from Anglo Scottish Asset Finance and Beecham Peacock Solicitors have shared their analysis and views on the matter and how contractors and firms can stay on the right side of the law.
From October 2026, employers will become liable for harassment from third parties, including clients or site visitors, and must have taken “all reasonable steps” to prevent harassment of any kind. As construction worksites are multi-employer workplaces, the vast majority of people on site will be a third party to someone else’s employer.
This means that a subcontractor with a small number of employees can quite easily be held liable for harassment coming from people it does not employ, and therefore can’t supervise or discipline.
Lisa Branker, head of employment law at Beecham Peacock solicitors, said: “Construction employers need a clear anti-harassment policy, tailored to their workplace, as well as regular training and simple methods for reporting harassment that are visible across every site.”
Carl Johnson, UK sales director at Anglo Scottish, added: “Now, more than ever, it’s worth allocating budget, taking the time to invest in induction training and taking...
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