Safecall

## What organisations must do **now** to prepare for the October 2026 prevention requirements

From October 2026, employers will face a new legal test: can you *prove* you took “all reasonable steps” to prevent sexual harassment in your workplace?

This isn’t just a policy update - it’s a fundamental shift in employer responsibility under the updated Employment Rights Act. To comply, organisations must demonstrate real, proactive action: prevention, training, trusted reporting routes, robust investigations, and clear governance.

Yet many organisations are still unclear on what “all reasonable steps” actually means in practice, and what regulators will expect to see.

In this session, our expert panel will break down the upcoming changes and share practical, actionable steps organisations need to take now. We’ll explore how culture, reporting systems, managerial capability, and independent oversight all fit into the new prevention duty, and how employers can build a defensible evidence trail ahead of the deadline.

This webinar will help HR leaders, compliance teams, and senior executives cut through the noise and understand exactly how to prepare.

**What you’ll learn:**

*   What the new Employment Rights Act prevention duty really requires
*   Why “all reasonable steps” is a legal test — and what evidence you’ll need to demonstrate it
*   The risks of inaction: rising claims, growing scrutiny, and uncapped whistleblowing compensation
*   How employee trust, reporting channels, manager capability, and investigation quality shape compliance
*   Practical steps to build a defensible, organisation‑wide framework before October 2026

**Who should attend:**

*   HR directors & people leaders
*   C-suite executives & board members
*   Compliance, risk, and legal teams
*   Internal investigators and case handlers
*   Culture, ethics, and safeguarding leads
*   Anyone responsible for employee wellbeing, organisational risk, or governance
