Rules set to strengthen sexual harassment reporting, forcing employers to improve processes and encourage staff to speak up
31 March 2026
Employees who report sexual harassment at work will gain stronger legal protections from 6 April 2026 under reforms in the Employment Rights Act.
Currently, workers are protected under the Equality Act 2010, but sexual harassment isn’t explicitly covered under whistleblowing rules, so employees often have to link complaints to wider legal or health and safety issues to gain protection.
The new law removes that barrier by classifying sexual harassment as a protected disclosure, giving workers stronger protections, including safeguards from retaliation and day-one unfair dismissal rights.
How the CIPD has engaged with government on upcoming employment law changes
‘HR will play an instrumental role in making the Employment Rights Act a success’
The changes come alongside wider reforms, including a stronger requirement for employers to take “all reasonable steps” to prevent harassment and new liability for third-party incidents.
Joanne Duck, senior employment associate at Gateley Legal, said changes will require employers to take a more proactive approach to preventing sexual harassment.
“Fear of retaliation and a lack of trust in internal processes were key reasons why sexual harassment has been underreported,” she said. “Placing it squarely within the whistleblowing framework is designed to reassure workers that they can raise concerns...
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