Workplace harassment – the evolving law

It is unlawful for an employee to be subjected to harassment which is related to any of the protected characteristics set out in the Equality Act 2010. The Employment Rights Act 2025 provides that this protection will apply to harassment by third parties. As a result, employers will be liable for harassment of their employees by clients and others whom they deal with at work.

This webinar aims to analyse the various provisions, and summarise recent developments.

Topics covered include:

• To what extent is an employer liable for harassment by third parties, such as clients or suppliers?
• What ‘reasonable steps’ should the employer take to avoid liability?
• The offending action must be carried out in the course of employment, but how is that defined?
• The basis of a harassment claim is unwanted conduct: what if the claimant did not complain or take action for some time?
• To what extent is “banter” permissible?
• In what circumstances can an employer be liable for offensive posts on social media?
• What special provisions apply to sexual harassment?
• What if an employee is subjected to less favourable treatment because of rejection of unwanted conduct of a sexual nature?
• To what extent are complainants protected by whistleblowing legislation?
• In what circumstances are non-disclosure agreements valid for harassment claims?