Checked 26 October 2026. Applies to employers in England, Wales and Scotland. Northern Ireland has a separate employment-law framework. This is a dated briefing: check current official guidance before acting.

What is changing

The existing preventive duty began in October 2024. Government guidance says that from 30 October 2026 employers must take all reasonable steps to prevent sexual harassment. It also introduces protection against harassment by third parties, including customers. This is a strengthening of existing responsibilities.

Department for Business and Trade: Read the source

Review the risks in your own pub

Walk through a normal shift with the team. Consider late finishes, intoxicated customers, lone working, staff social events and online contact. Ask who could be exposed and what practical prevention is missing. These are prompts for a venue-specific assessment, not a complete compliance checklist.

Make the response clear before it is needed

Explain how staff can report concerns and who steps in when a customer crosses a line. Make sure there is another reporting route when the usual manager is involved. Brief supervisors on intervention and record what you have changed, how the team was trained and when you will review it.

Acas explains that the reasonable steps depend on the organisation and must focus on prevention throughout the workplace. One template or one training session does not establish that every reasonable step has been taken.

Acas guidance: Read the source

Your next shift

Book a risk-review conversation, name the person responsible for the action plan and check the official guidance with your employment adviser where needed. This article is general information, not individual legal advice.