Public Harassment Law: New Compliance Imperatives for UK Business
The recent publication of statutory guidance for the police on the Protection from Sex-based Harassment in Public Act 2023, effective 1 April 2026, presents tangible risks and obligations for your organisation.
While primarily a matter for law enforcement, this legislation has a direct bearing on corporate reputation, employee conduct, and the duty of care owed to your workforce. Incidents involving employees, whether as perpetrators or victims of sex-based harassment in public, can spill into the workplace, damaging morale, productivity, and your brand’s standing. Your firm’s perceived tolerance or intolerance of such behaviour, even outside office hours, is increasingly scrutinised by employees, clients, and the public. Proactive measures are therefore not merely advisable but essential to mitigate these broader commercial and operational liabilities.
This Act strengthens the societal and legal stance against sex-based harassment, reinforcing the existing framework of the Equality Act 2010, which prohibits harassment on grounds of sex within employment. While the new legislation does not directly amend employment law, it elevates the baseline expectation for respectful conduct. Employers must recognise that actions deemed unlawful in public by statute reflect a standard of behaviour that should be mirrored, if not exceeded, within professional environments. Corporate governance demands that boards ensure their internal policies and culture align with this heightened public standard to avoid legal challenges under the Equality Act and reputational damage.
Forward-thinking boards should promptly review and update their codes of conduct and anti-harassment policies to explicitly address employee behaviour outside the workplace, particularly regarding public interactions. Comprehensive training for all staff, emphasising professional conduct and respect, alongside specific guidance for management on handling disclosures and incidents, is critical. Cultivating a workplace culture that unequivocally rejects all forms of harassment, public or private, will be key to protecting your employees and your enterprise. AIO Lawpartners leverages AI-integrated platforms to swiftly identify potential compliance gaps in your existing policies, ensuring a robust and future-proof approach to these evolving regulatory landscapes.
Disclaimer: This post is for general information only and does not constitute legal advice. Specific advice should be sought for your particular circumstances.
Source: Statutory guidance on Protection from Sex-based Harassment in Public Act 2023 published