Third-Party Harassment Prevention Pack

What's Included in This Pack?

This comprehensive compliance pack contains practical, ready-to-use resources designed to help employers prepare for the upcoming third-party harassment obligations and strengthen their existing approach to preventing harassment in the workplace.

The pack includes:

• Third-Party Harassment Risk Assessment and Action Plan Template (including examples to complete and a second blank template)
• Third-Party Harassment Manager Training PowerPoint (with speaker notes)
• Third-Party Harassment Employee Training PowerPoint (with speaker notes)
• Third-Party Harassment Customer Communication Poster (to display in customer facing areas)
• Contractor / Supplier / Client Anti-Harassment Communication Pack (to communicate to contractors, clients, customers your stance on third-party harassment or, to request their anti-harassment policies. 
• Updated Anti-Harassment Policy incorporating comprehensive third-party harassment provisions.
• Visitor Code of Practice (Communication)
• Visitor Code of Practice (Poster)

Why This Pack Matters

Although the third-party harassment provisions are expected to come into force in October 2026, employers should already be taking proactive steps to prepare. Many of these measures mirror the existing duty to take reasonable steps to prevent sexual harassment, which is already in force.

Employers are expected to be taking reasonable steps to prevent harassment, which are highly likely to include:

• Training employees and managers.
• Conducting and regularly reviewing harassment risk assessments.
• Implementing action plans where risks are identified.
• Having appropriate anti-harassment policies and procedures in place.
• Seeking employee feedback through anonymous surveys to help identify risks and monitor workplace culture.
• Clearly communicating expected standards of behaviour to employees and third parties.
• Investigating complaints promptly and taking appropriate action where concerns are raised.

Whilst further guidance or additional requirements may be introduced before the legislation comes into force, these are widely expected to represent the most significant and practical steps that employers should be taking.

These measures not only help create a safer and more respectful working environment, they also play a crucial role in protecting employers from legal liability.

One of the strongest defences available to an employer in a harassment claim is being able to demonstrate that it took all reasonable steps to prevent the harassment from occurring. Simply having a policy is unlikely to be enough. Employment Tribunals are likely to consider what practical steps an employer actually took.

Evidence that may significantly strengthen an employer's defence includes:

• Regular and up-to-date training for employees and managers.
• Suitable anti-harassment policies.
• Completed harassment risk assessments and documented action plans.
• Anonymous employee surveys used to identify concerns and monitor workplace culture.
• Clear communication of expected standards of behaviour to employees, customers, clients, contractors and other third parties.
• Prompt, fair and appropriate action when concerns or complaints are raised.

By implementing these measures, employers are not only taking proactive steps to prevent harassment, they are also placing themselves in a much stronger position to defend any future Employment Tribunal claim. Demonstrating that appropriate training has been delivered, risks have been assessed, action plans implemented, employees consulted and policies maintained can significantly reduce the likelihood of an employer being found vicariously liable for harassment carried out by employees and, from October 2026, third parties.

Terms and Conditions

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All documents are provided for your personal or internal business use only. They must not be copied, shared, distributed, adapted for resale or resold without prior written permission. It is your responsibility to review and tailor these templates to suit your organisation and ensure they remain compliant with current legislation and guidance. These resources are provided for general information purposes only and do not constitute legal advice.