New EHRC Report: Key Insights on Preventing Workplace Harassment
On 25 June 2026, the EHRC published its research into workplace harassment, a rapid evidence review and set of expert interviews examining the causes of workplace harassment contrary to the Equality Act 2010 and the most effective interventions to tackle it.
The research identifies hierarchical structures, male-dominated workforces, low wages and precarious job contracts as key risk factors for harassment. It notes that sexual harassment disproportionately affects women, those reporting a disability, young people and ethnic minorities. The report cautions against using reporting rates to assess the prevalence of harassment in an organisation; low reporting rates may indicate a fear of speaking up and reporting rates may increase in response to improvements in workplace culture.
The research finds that policies alone are not effective at reducing harassment and must be implemented consistently, reviewed regularly and combined with training and communication. Organisations should offer multiple reporting routes, including anonymous, external and digital options. Training should be timely, repeated and tailored; the research identifies bystander training as a particularly effective approach. The behaviours modelled by both senior leaders and middle managers are essential in sending a clear message and there is strong evidence that poor direct supervisory relationships increase the likelihood of experiencing workplace harassment.
The research sets out practical insights for organisations when designing policies and practices. In particular, employers should:
Collect organisational data, such as employee surveys and metrics on staff retention, promotion and absence, to define the prevalence and scope of harassment and inform tailored interventions.
Ensure that reporting routes and anti-harassment policies are reviewed at the same time to ensure consistency. Clear definitions of harassment and any zero-tolerance statements should be included.
Provide at least two ways for employees to report harassment, including an external reporting route.
Provide leaders, middle managers and supervisors with targeted training.
Integrate anti-harassment interventions into existing performance management and career development structures.
The research follows the entry into force of the Worker Protection (Amendment of Equality Act 2010) 2023 in October 2024, which placed a new legal duty on employers to take reasonable steps to prevent the sexual harassment of their workers. The Employment Rights Act 2025 will extend this duty to take "all reasonable steps" from October 2026 and will also ban the use of non-disclosure agreements (NDAs) in most cases of workplace harassment on a date that has not yet been confirmed.
Source: EHRC: Our research into workplace harassment (25 June 2026)
Are you taking "all reasonable steps"? Protect your team and business by booking a compliance audit or bespoke prevention of harassment training via hello@starfordlegalhr.com