… days to 30 October 2026

The law is changing. We’ve built the readiness offer that gets you there.

On 30 October 2026, the law on harassment changes for every employer in the country. The duty to prevent sexual harassment rises from “reasonable steps” to all reasonable steps, and a brand new duty lands alongside it: you become responsible for protecting your people from harassment by third parties too.

We’ve built three ready-made ways to get compliant, scoped by how far you want us to take you. Expert documents, independent evidence, or the full package with training. Pick the one that fits and we’ll get you moving.

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Or jump straight to the three steps, from £550 + VAT.

Worker Protection Act, October 2026

What’s actually changing on 30 October

The bar goes up.

“Reasonable steps” becomes “all reasonable steps.” A higher standard, and one you have to be able to prove you’ve met.

Third-party harassment lands, and it’s not limited to sexual harassment.

From 30 October you’re liable when any of your people are harassed by someone who doesn’t work for you, a customer, a client, a supplier, a contractor, a member of the public, where that harassment relates to a protected characteristic. Race, sex, disability, age, religion, all of it. One single incident is enough to bring a claim, and it stands as a claim in its own right.

It reaches further than your four walls.

A client on a video call. A comment in a shared workspace channel. Something said in a customer queue or on a shop floor. If it happens in the course of your people’s work, it’s yours to have prevented.

The cost of getting it wrong

What “uncapped” really means

People hear “uncapped compensation” and it washes over them. Here’s what it looks like in actual pounds.

No limit

There is no cap on compensation for harassment. Awards are set by the harm done, not a fixed ceiling.

Up to

25%

Added on top where you’re found to have fallen short on prevention.

Up to

£50,000

Plus VAT to defend a discrimination claim. You get none of it back, even if you win.

Compensation for harassment has no upper limit. It is set by the impact on the person affected, which means serious cases run into very large sums. And where you are found to have fallen short on prevention, a tribunal can add up to 25 percent on top. You also pay to defend yourself whether you win or lose, and under the tribunal system you get none of those legal costs back even if you win.

Then there’s the bit most people forget. You pay to defend yourself whether you win or lose. Defending a discrimination claim can run up to £50,000 plus VAT in legal fees, and under the tribunal system you get none of that back even if you win. Add weeks of management time pulled off the day job to gather evidence and sit in hearings.

So the real exposure of getting this wrong isn’t a vague risk. It’s tens of thousands to defend, before a penny of uncapped compensation, before the reputational damage. Set against that, getting ready properly is the cheapest decision you’ll make this year.

Worker Protection Act readiness

Three steps to ready

Start wherever you are. Each step builds on the last, and we credit what you’ve already spent, so there’s no penalty for starting small and going further.

Step One

Your Foundations

£550+ VAT

The documents that start your clock on all reasonable steps.

We write you a specialist, trauma-informed sexual harassment policy, built around your organisation, not pulled off a shelf. And a plain-English action plan that spells out exactly what you need to do to embed it and show you’ve taken your steps. You run with it from there.

It starts with a proper conversation. We get on a call and understand your world first, because an energy-from-waste plant with a night shift and a steady stream of hauliers needs a very different policy to a small charity with ten staff and a volunteer base. One size fits nobody. We tailor it to you.

What you get

An exploratory call to understand your organisation, your sector and your risks
A bespoke, trauma-informed sexual harassment policy
A clear action plan: what to do, in what order, to embed compliance
Everything written so your people can pick it up and run

Good for organisations with capable people who just need the expert framework to work from.

Buy Step One

Pay by card, then book your exploratory call with Chloe.

Foundations + Independent Risk Assessment

£1,750+ VAT

Already bought Step One? Your £550 comes straight off, so Step Two is £1,200 + VAT. Decide to upgrade later and it works the same way, you never pay twice.

Everything in Step One, plus the part most organisations get stuck on.

A policy on its own doesn’t prevent anything. It sets out your intent. The risk assessment is what turns intent into action, and it’s the piece that identifies what “all reasonable steps” actually means for your organisation, because reasonable steps for an energy-from-waste plant are not the same as reasonable steps for a charity.

The EHRC has put this beyond doubt. In their own words:

An employer is unlikely to be able to comply with the preventative duty unless they carry out a risk assessment.
Equality and Human Rights Commission

Without one, you’re exposed, whatever your policy says.

We carry yours out independently, with a visit to your site so we see it for ourselves. We work out where harassment is most likely, when, and who’s most exposed, including the risk from the public and third parties that lands on you from 30 October. Then we tell you what to do about it.

And because sexual harassment became a protected disclosure in April 2026, we’ll also review or draft your whistleblowing policy, so the two sit together properly rather than pulling in different directions.

What you get

Everything in Step One
An independent sexual harassment risk assessment, specific to your organisation
One site visit, so the assessment reflects how you really operate
Public and third-party harassment risk built in
A review or write-up of your whistleblowing policy, reflecting the April 2026 change
A prioritised set of actions, not a tick-box document

The policy, the independent evidence, and the assessment that defines your reasonable steps.

Good to know: Your first call is the exploratory hour for your policy and to understand your organisation. We arrange the dates for your site visit together on that call.

Buy Step Two

Pay by card, then book your exploratory call with Chloe.

Step Three

Foundations + Risk Assessment + Training

£4,250+ VAT

Already bought Step Two? Your £1,750 comes straight off, so Step Three is £2,500 + VAT. Same principle throughout, each step credits against the next.

Documented, evidenced, and lived.

Everything in Steps One and Two, plus live, specialist training for up to 24 of your people across two sessions. Any mix of managers and employees, so you train the people who lead and the people who need to recognise and respond.

The training comes with our pre and post delivery impact assessments. Here’s what that means in practice. Before we train, we measure where your people are, their understanding, their confidence, their blind spots. After we train, we measure the shift. That becomes your Learning Solution Impact Report: hard evidence of what the training changed.

And that report isn’t just a nice-to-have. It feeds straight back into your risk assessment and your ongoing duty. The EHRC is clear this is never a one-off, you’re expected to keep evaluating and improving. So the cycle runs: assess the risk, act on it, train your people, measure the impact, feed it back into the next assessment. That’s what “all reasonable steps” looks like when it’s done properly, and it’s what keeps you compliant long after 30 October, not just on the day.

What you get

Everything in Steps One and Two
Live specialist training for up to 24 people, across two sessions
Any combination of managers and employees
Pre and post delivery impact assessments, producing your Learning Solution Impact Report
Evidence that feeds back into your risk assessment and ongoing duty
A full compliance position: policy, evidence, capability, and a cycle that keeps you there

For organisations that want to be properly ready, and to stay ready.

Buy Step Three

Pay by card, then book your exploratory call with Chloe.

Not sure which step fits? Talk to Chloe before you buy.

No payment, no obligation.

Book a call

Specialists, not generalists

Why us

Getting this wrong is expensive. Uncapped compensation. Up to £50,000 to defend a claim you might still lose. Weeks of your time. Damage to your name that outlasts the payout.

Getting it right costs a fraction of that, and it only works if the person doing it actually knows this subject. We investigate these cases. We train on them. We built a registered framework for preventing this exact harm. This is the specialism, not a sideline, and it’s the difference between a document that looks compliant and one that holds up when it’s tested.

See our full credentials →

Accreditations and specialist training

FAQs

Questions, answered

How fast can you start?

Quickly. Step One begins with a call, usually within a few days of you getting in touch, and we move from there. With 30 October close, we’re keeping things moving.

Is 30 October a real deadline?

Yes. It’s fixed in law. The commencement order was made on 1 October 2026 and brings the new duties into force on 30 October 2026. This isn’t a maybe.

What if we’ve already got a policy?

Plenty of organisations have. The question is whether it meets the higher “all reasonable steps” bar, covers third-party harassment, and reflects your actual risks. If it does, brilliant. If you’re not sure, that’s what Step One is for.

What counts as third-party harassment?

Harassment of your staff by someone who doesn’t work for you. A customer, a client, a supplier, a contractor, a member of the public. It covers a client on a video call, a message in a shared channel, a comment in a customer queue, not just someone on your premises. From 30 October, you’re liable for it unless you’ve taken all reasonable steps to prevent it, and a single incident is enough. It also goes wider than sexual harassment, covering harassment related to any protected characteristic.

Why does Step Two include a whistleblowing policy?

Because in April 2026, sexual harassment became a qualifying disclosure under whistleblowing law. That means someone raising it now carries whistleblower protections, and your whistleblowing policy and your harassment policy have to work together. We make sure they do.

Do we have to go step by step?

No. Start at whichever step fits. If you start at One or Two and want more later, we credit what you’ve already paid against the next step, so you’re never penalised for building up.

Can you tailor it to our sector?

That’s the whole point. A manufacturing site, a school, a charity and a professional services firm all face different risks and need different answers. We build around you.

What area do you cover?

We’re Yorkshire-based and work with organisations across the country. Site visits for Step Two and training for Step Three are arranged to suit.

30 October is coming. Let’s get you ready.

Tell us what you’re dealing with. We’ll tell you which step fits, and get you moving.

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