logo175
Sexual harassment training - so you can prove you've taken "all reasonable steps" to prevent incidents

Employer duty changes on 30 October 2026

Sexual harassment training: so you take all reasonable steps

From 30 October 2026, “reasonable steps” becomes “all reasonable steps”. Employers must do everything that’s reasonable for their organisation to prevent sexual harassment at work. They must also protect their people from harassment by customers, clients and other third parties.

Our sexual harassment eLearning is updated for those changes. It gives every employee the same clear standard in 20 minutes, and each learner finishes a CPD-certified course with an assessment and a certificate. So when the board asks what you’ve done about the new duty, you have the answer.

Get my free trial
ni-check-circle-2

Updated for 30 October 2026 requirements

ni-laptop-mobile

20-minute online course

ni-star

Assessment and CPD certificate

What changes for sexual harassment in the workplace legislation on 30 October 2026

The Employment Rights Act 2025 strengthens the duty that arrived in October 2024. For HR teams in England, Wales and Scotland, four things matter. This is a summary of the changes, not legal advice. 

"Reasonable" becomes "all reasonable"

A tribunal or the Equality and Human Rights Commission (EHRC) will look at every step you took. The test is what’s reasonable for an organisation of your size and resources. It looks for action, not just a policy in a shared drive

Third-party harassment is your responsibility

You must not permit sexual harassment of your employees by customers, clients, contractors, visitors or anyone else outside your workforce. This goes beyond sexual harassment

The cost of poor compliance is higher

If a tribunal upholds a sexual harassment claim and finds you breached the duty, it can raise compensation by up to 25%. The EHRC can also take enforcement action against you directly

More detail is on the way

Since 6 April 2026, a sexual harassment complaint can count as a protected disclosure under whistleblowing law. Regulations setting out specific steps employers must take are expected after the October deadline

Sexual harassment eLearning course

Sexual harassment training updated for the October 2026 changes

The course is already updated for 30 October. The section on the legal and regulatory context now reflects the new duty, and the myths section is refreshed to match. A new scenario and knowledge check cover third-party harassment. Staff learn what to do when the harassment comes from a customer, a client or a visitor, not a colleague.

Training is one of the reasonable steps. It works alongside a clear policy, a risk assessment and a reporting route people trust. And it’s the step you can evidence learner by learner.

Sexual harassment training that equips people for real-life scenarios

Sexual harassment awareness training people complete

20 minutes fits between shifts, before a team meeting or on a phone during a commute. Scenarios take on the myths that stop people from reporting. Does a one-off comment “count”? Is it different when the person responsible is a customer? By the end, learners can recognise sexual harassment. They know what to do if they experience or witness it, and where to go for support.

Course structure, part by part

ni-book-open

Part 1

Introduction

ni-gallery-square

Part 2

The legal and regulatory context for sexual harassment, updated for October 2026

ni-magnifying-glass-chart

Part 3

What counts as sexual harassment: dispelling myths, including "banter" and one-off incidents

ni-windows

Part 4

The impact of sexual harassment on people and on the organisation

ni-arrow-up-right-square

Part 5

What to do if you experience or witness sexual harassment

ni-pen-line

Part 6

Assessment

ni-books

Part 7

Resources and where to go for support

ni-pen-to-square

New for October 2026

A scenario and knowledge check on third-party harassment

“Ciphr eLearning are absolute experts in their field, and couldn’t have been more supportive and professional.”


Bank of Ireland

Training that gets everyone to the same standard

Sexual harassment training for managers and staff, to one standard 

When an employee reports something, the first conversation with their manager shapes everything after it. Staff and managers learn the same definitions and the same reporting route, so a report gets the same response in every team.

Managing sexual harassment in the workplace, in your organisation’s words 

Want to go further than our off-the-shelf sexual harassment eLearning course?

Then choose to customise it with your policy, your reporting route and situations they’d recognise from their own work. Our in-house team adds your policies, photography and bespoke scenarios. We also offer sector-specific versions.

Kept current

Content updates automatically when legislation changes, at no extra cost, as it did for October 2026

Accessible to everyone

Spoken word audio, a voice-reader-compatible W3C AA online workbook, a printer-friendly PDF workbook and a WCAG version

For multi-language teams

Translation available

For any device

A smartphone version for staff who aren’t at a desk

For your existing platform

Use it in Ciphr LMS or the LMS you already run

CPD certified

Each learner gets an end-of-course certificate

“I never have and never would hesitate to recommend [Ciphr eLearning]. They’ll deliver what you want in the time frame you want it.”

Nick Gallagher-Hughes

Harper Adams University

FAQ: sexual harassment training

Free trial sign up

Sexual harassment training free trial

Get your sexual harassment training free trial

Take our sexual harassment eLearning exactly as your people will, updated for 30 October 2026, with nothing to buy first. We'll email you a direct web link to the full course.

It takes around 20 minutes, ends with an assessment and a certificate, and is CPD certified.

© 2026 Ciphr Limited. All Rights Reserved. Reg No: 04616229 - Reg Office: 3rd Floor, 33 Blagrave Street, Reading, RG1 1PW - VAT Reg No: 242 6611 24 | Privacy Notice