What changed?
The Act received Royal Assent on 26 October 2023 and the preventative duty (Equality Act 2010 s.40A) came into force on 26 October 2024. Employers must take reasonable steps to prevent sexual harassment in the course of employment. The Equality and Human Rights Commission (EHRC) can enforce independently of an individual claim, and tribunals may uplift compensation by up to 25% where the duty was not met.
How might a reporting channel help?
- Gives workers a route that is not only their line manager.
- Supports prompt acknowledgement and documented handling.
- Creates an audit record of staff actions on cases.
What a channel does not do
It does not replace an anti-harassment policy, training, risk assessment, or thorough investigation. It does not certify that “reasonable steps” were taken for your organisation’s size and risks.
Authoritative sources
- Worker Protection Act 2023 on legislation.gov.uk
- Equality and Human Rights Commission: employer guidance on preventing sexual harassment
- ACAS: guidance on sexual harassment at work
Whistleblowing is a related but separate topic
Protected disclosures under the Public Interest Disclosure Act 1998 (PIDA) have their own tests. For confidential advice, Protect (protect-advice.org.uk) and ACAS are starting points. See also anonymous vs confidential reporting.
If you need a UK channel for 50–499 people, see pricing and security documents.
See pricing Security hub