{"id":27205,"date":"2024-10-21T23:54:51","date_gmt":"2024-10-21T13:54:51","guid":{"rendered":"https:\/\/employmenthero.com\/uk\/blog\/new-sexual-harassment-law-update-what-employers-need-to-know\/"},"modified":"2025-09-04T10:16:22","modified_gmt":"2025-09-04T10:16:22","slug":"new-sexual-harassment-law-update-what-employers-need-to-know","status":"publish","type":"post","link":"https:\/\/employmenthero.com\/uk\/blog\/new-sexual-harassment-law-update-what-employers-need-to-know\/","title":{"rendered":"New Sexual Harassment Law &#8211; What Employers Need to Know"},"content":{"rendered":"\n<div class=\"wp-block-group alignfull sticky-blog-template has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group alignfull blog-template-header has-neutral-100-background-color has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-bottom:var(--wp--preset--spacing--16)\">\n<div 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style=\"padding-top:var(--wp--preset--spacing--9);padding-bottom:var(--wp--preset--spacing--9);\" class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Breaking down what the new sexual harassment law update means for employers <\/p><\/div>\n\n\n<div class=\"wp-block-group blog-template-meta-row is-layout-flex wp-container-core-group-is-layout-6 wp-block-group-is-layout-flex\">\n<div class=\"wp-block-query wp-block-hosts-query has-global-padding is-content-justification-left is-layout-constrained wp-container-core-query-is-layout-1 wp-block-query-is-layout-constrained\"><\/div>\n\n\n\n<p class=\"wp-block-employmentherocom2025-custom-post-date has-sm-font-size\">\n    <span>Last Updated<\/span>&nbsp;<time datetime=\"2025-09-04T10:16:22+00:00\">Sep 4, 2025<\/time>\n<\/p>\n\n\n\n<p class=\"has-sm-font-size\" style=\"border-left-color:var(--wp--preset--color--neutral-700);border-left-width:1px;padding-left:var(--wp--preset--spacing--2)\">18 mins read<\/p>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull blog-image-container has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\"><figure style=\"width:864px;\" class=\"blog-template-image wp-block-post-featured-image\"><img loading=\"lazy\" decoding=\"async\" width=\"729\" height=\"479\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/10\/GettyImages-1716784124-1.jpg\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"New Sexual Harassment Law Update - What Employers Need to Know\" style=\"object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/10\/GettyImages-1716784124-1.jpg 729w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/10\/GettyImages-1716784124-1-300x197.jpg 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/10\/GettyImages-1716784124-1-440x289.jpg 440w\" sizes=\"auto, (max-width: 729px) 100vw, 729px\" \/><\/figure><\/div>\n\n\n\n<div style=\"height:66px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-container-core-group-is-layout-13 wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-1 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" id=\"content-wrapper\">\n<div class=\"content-single-table-content\"><\/div>\n\n\n\n<div class=\"wp-block-group content_single content_single--blog content-single-content-wysiwyg wysiwyg content-wrapper has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"margin-bottom:var(--wp--preset--spacing--4)\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<p><span style=\"font-weight: 400;\">On 26 October 2024, changes made to the Equality Act 2010 by the<\/span><a href=\"https:\/\/uk.practicallaw.thomsonreuters.com\/Document\/IFACE29D0779D11EEB09EEE8656067322\/View\/FullText.html?transitionType=Default&amp;contextData=(sc.Default)&amp;firstPage=true\"> <i><span style=\"font-weight: 400;\">Worker Protection (Amendment of Equality Act 2010) Act 2023<\/span><\/i><\/a><span style=\"font-weight: 400;\"> (Worker Protection Act) will come into force. Therefore, from this date, employers will have a duty to prevent sexual harassment in the workplace.&nbsp;<\/span><span style=\"font-weight: 400;\">The new legislation will:&nbsp;<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400;\">Introduce a new positive duty on employers to take reasonable steps to prevent sexual harassment of their employees \u2013 ie they must take proactive measures to seek to prevent sexual harassment from occurring in the workplace, before it actually occurs.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Give Employment Tribunals the power to uplift sexual harassment compensation by up to 25% where an employer is found to have breached the new duty to prevent sexual harassment.<\/span><\/li>\n<\/ul>\n\n\n\n<p><span style=\"font-weight: 400;\">The Equality and Human Rights Commission (EHRC) has also published updates to its technical guidance on <\/span><a href=\"https:\/\/www.equalityhumanrights.com\/employer-8-step-guide-preventing-sexual-harassment-work\"><span style=\"font-weight: 400;\">sexual harassment and harassment at work<\/span><\/a><span style=\"font-weight: 400;\">, which explains how employers can comply with the new duty, and also an eight step summary of the guidance.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">Importantly, the draft EHRC guidance also states that the new duty requires employers to take reasonable steps to prevent the sexual harassment of their employees, not just by other employees, but also by third parties such as, customers, contractors and members of the public.<\/span><\/p>\n\n\n\n<p>T<span style=\"font-weight: 400;\">his update is noteworthy as it is the first time the EHRC guidance has included requirements about preventing third party harassment.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">Although employees will not be able to bring a stand-alone claim for third party harassment under the Equality Act, the EHRC will have the power to take enforcement action against an employer if third party harassment occurs in the workplace in certain circumstances.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">Given these new requirements, in order to stay compliant, employers should consider updating their sexual harassment policies to ensure they align with the new duties. Luckily, <\/span><a href=\"https:\/\/employmenthero.com\/uk\/blog\/what-is-a-workplace-policy\/\"><span style=\"font-weight: 400;\">updating your policies<\/span><\/a><span style=\"font-weight: 400;\"> doesn\u2019t have to be complicated, and 91±¬ΑΟ has done the hard work for you! Our updated sexual harassment policies are already available for you to access.&nbsp;<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">If you\u2019re still feeling unsure about what these legislation changes mean for your business, fear not. In this blog we cover everything you need to know to stay compliant.<\/span><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"recap-what-is-sexual-harassment\"><span style=\"font-weight: 400;\"><strong>Recap: What is sexual harassment?<\/strong><\/span><\/h2>\n\n\n\n<p><span style=\"font-weight: 400;\">The definition of what constitutes sexual harassment is not changing under the new laws. Under section 26(2) of the <a href=\"https:\/\/www.gov.uk\/guidance\/equality-act-2010-guidance\">Equality Act 2010<\/a> sexual harassment occurs where both of the following criteria are met:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400;\">&nbsp;<\/span><span style=\"font-weight: 400;\">A person engages in unwanted conduct of a sexual nature; and<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">&nbsp;<\/span><span style=\"font-weight: 400;\">The conduct has the purpose or effect of either violating the victim\u2019s dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment for the victim.<\/span><\/li>\n<\/ul>\n\n\n\n<p><span style=\"font-weight: 400;\">It does not matter whether the perpetrator intended their conduct to have this effect or not, so long as it would have had this effect on a reasonable person.<\/span><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"eight-steps-to-follow-to-comply-with-the-new-duty\"><span style=\"font-weight: 400;\"><strong>Eight steps to follow to comply with the new duty<\/strong><\/span><\/h2>\n\n\n\n<p><span style=\"font-weight: 400;\">The eight steps mentioned in the <\/span><a href=\"https:\/\/www.equalityhumanrights.com\/employer-8-step-guide-preventing-sexual-harassment-work\"><span style=\"font-weight: 400;\">EHRC summary<\/span><\/a><span style=\"font-weight: 400;\"> to comply with the new duty to prevent sexual harassment are:<\/span><\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><span style=\"font-weight: 400;\">Developing an effective anti-harassment policy<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Engaging with staff<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Assess and take steps to reduce risk in your workplace<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Reporting<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Training<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Handling harassment complaints<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Dealing with third-party harassment<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Monitoring and evaluating actions<\/span><\/li>\n<\/ol>\n\n\n\n<p><span style=\"font-weight: 400;\">Read on to find out more about each of the eight steps.&nbsp;<\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"step-1-develop-an-effective-anti-harassment-policy\"><span style=\"font-weight: 400;\"><strong>Step 1: Develop an effective anti-harassment policy<\/strong><\/span><\/h3>\n\n\n\n<p><span style=\"font-weight: 400;\">Having an effective anti-harassment policy in place is essential, however the way in which this is formatted is left to the organisation to decide. The guidance makes clear that employers can have either separate policies to deal with sexual harassment and other forms of harassment, or a single policy covering both.&nbsp;<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">It also details what should be included in an effective sexual harassment policy. To reflect the new laws, we have updated our Sexual Harassment Policy template.&nbsp;<\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"step-2-engage-your-staff\"><span style=\"font-weight: 400;\"><strong>Step 2: Engage your staff<\/strong><\/span><\/h3>\n\n\n\n<p><a href=\"https:\/\/employmenthero.com\/uk\/blog\/communication-in-the-workplace\/\"><span style=\"font-weight: 400;\">Communication in the workplace<\/span><\/a><span style=\"font-weight: 400;\"> is key and it is important to ensure that your employees feel comfortable discussing harassment of any kind. This is why the guidance states that employers should encourage an \u201copen door policy\u201d as well as conduct regular 1-2-1s, run staff surveys and exit interviews. These practices should encourage staff to discuss sexual harassment with management and allow employers to understand where any potential issues lie and whether the steps they are taking are working.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">The new legislation also states that employers should make sure all workers are aware of:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400;\">how they can report sexual harassment<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">the workplace\u2019s sexual harassment policy<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">the consequences of breaching the policy<\/span><\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"step-3-assess-and-take-steps-to-reduce-risk-in-your-workplace\"><span style=\"font-weight: 400;\">Step 3: Assess and take steps to reduce risk in your workplace<\/span><\/h3>\n\n\n\n<p><span style=\"font-weight: 400;\">In order to reduce risk of sexual harassment in the workplace, the new laws state that employers should carry out risk assessments to identify areas of risk of sexual harassment occurring. Steps to minimise these risks should then be considered and put in place. It gives the following examples of factors to consider which might increase the risk of sexual harassment occurring:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400;\">Where are the power imbalances?*<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Is there a lack of diversity in your workforce?<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Is there job insecurity for a particular group or role?*<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Are staff working alone or at night?<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Do your staff have customer-facing duties?<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Are customers or staff drinking alcohol?<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Are staff expected to attend external events, conferences or training?<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Do staff socialise outside of work?<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Do staff engage in crude or disrespectful behaviour at work?<\/span><\/li>\n<\/ul>\n\n\n\n<p><span style=\"font-weight: 400;\">*Power imbalances and lack of job security can lead to heighted risks of sexual harassment, for example, employees may be less likely to report sexual harassment where they fear doing so could mean they might lose their job or be adversely treated by their manager. Similarly, where managers have unlimited rights to hire, fire, promote and demote (without checks from other managers) it may mean they are more likely to be able to cover up harassment or put pressure on employees not to report this.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">We recommend that a written record of risk assessments undertaken is kept, together with the steps you have identified to reduce the risks. These should be carried out regularly; this is particularly important when a new type of work is undertaken, employees are working in a new location or an event is coming up (eg a Christmas party).<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">The risk assessment should be reviewed periodically (e.g. in 12 months time) to assess whether the steps that have been put in place to address the risks are still effective. We have template risk assessment documents available for this purpose.<\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"step-4-reporting\"><span style=\"font-weight: 400;\">Step 4: Reporting<\/span><\/h3>\n\n\n\n<p><span style=\"font-weight: 400;\">It is now recommended that employers consider using a reporting system, such as an online or independent phone-based service, that allows workers to raise an issue either anonymously or in name.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">As part of the reporting system employers should keep centralised, confidential records of all concerns raised (whether raised formally or informally) to allow trends to be identified.The guidance also states that employers should explain clearly to all workers:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400;\">what is considered acceptable behaviour<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">how to recognise sexual harassment<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">what to do if they experience or witness it<\/span><\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"step-5-training\"><span style=\"font-weight: 400;\">Step 5: Training<\/span><\/h3>\n\n\n\n<p><span style=\"font-weight: 400;\">Training and education play an essential part in reducing the risk of harassment in the workplace. According to the new guidance, all workers, including managers and senior staff, should be trained on:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400;\">What sexual harassment in the workplace looks like<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">What to do if they experience or witness it<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">How to handle any complaints of harassment<\/span><\/li>\n<\/ul>\n\n\n\n<p><span style=\"font-weight: 400;\">In industries where third-party harassment from customers is more likely, the guidance states that workers should also be trained on how to address these issues.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">Employers should review the effectiveness of any training and offer refresher sessions at regular intervals.<\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"step-6-what-to-do-when-a-harassment-complaint-is-made\"><span style=\"font-weight: 400;\">Step 6: What to do when a harassment complaint is made<\/span><\/h3>\n\n\n\n<p><span style=\"font-weight: 400;\">In the event a harassment complaint is made, employers should: The guidance states that employers should:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400;\">Act immediately to resolve the complaint, taking into account how the worker wants it to be resolved.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Respect the confidentiality of all parties.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Protect the complainant from ongoing harassment or being victimised during an investigation or complaint. For example, move the alleged harasser to another team or site. Employers should also protect witnesses of sexual harassment.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">If a worker makes a complaint of harassment that may be a criminal offence, the Employer should speak to the individual about whether they want to report the matter to the police and support them with this if they go ahead.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Only use confidentiality agreements (also known as confidentiality clauses, non-disclosure agreements, NDAs, or gagging clauses) where it is lawful, necessary and appropriate to do so.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Always communicate the outcome of the complaint and outline any appeals process to the complainant in a timely manner.<\/span><\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"step-7-dealing-with-harassment-by-third-parties\"><span style=\"font-weight: 400;\">Step 7: Dealing with harassment by third parties<\/span><\/h3>\n\n\n\n<p><span style=\"font-weight: 400;\">New laws highlight that harassment by a third party, such as a customer, client, patient or supplier, should be taken just as seriously as that by a colleague. The EHRC recommends that employers should take steps to prevent this type of harassment, including putting reporting mechanisms in place and carrying out risk assessments in high-risk workplaces where staff might be left alone with third parties..<\/span><span style=\"font-weight: 400;\">Other steps we suggest employers consider taking include:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400;\">Developing a harassment policy to be issued to third parties which makes clear that such conduct is unlawful and will not be tolerated.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">&nbsp;<\/span><span style=\"font-weight: 400;\">Having an express term in all contracts with third parties notifying them of the employer\u2019s policy on harassment and requiring them to adhere to it.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Having public notices advising third parties that harassment of its employees is unlawful and will not be tolerated.<\/span><\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"step-8-monitor-and-evaluate-your-actions\"><span style=\"font-weight: 400;\">Step 8: Monitor and evaluate your actions<\/span><\/h3>\n\n\n\n<p><span style=\"font-weight: 400;\">In order to ensure that measures put in place to prevent harassment are effective, the guidance indicates the importance of regular evaluation. Employers can assess the effectiveness of their policy by:&nbsp;<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400;\">Reviewing informal and formal complaints data to see if there are any trends or particular issues and establishing appropriate actions<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Surveying staff anonymously on their experiences of sexual harassment, including whether they have witnessed or been subjected to harassment, whether they have or would in the future report it (and if not, why not) as well&nbsp; as what further steps they think could be taken by the business<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Comparing reported complaints with survey feedback to ensure you have an accurate reflection of the level of sexual harassment in your workplace, and take appropriate actions<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Hold lessons-learned sessions after any complaints of sexual harassment are resolved<\/span><\/li>\n<\/ul>\n\n\n\n<p><span style=\"font-weight: 400;\">It also states that employers should review policies, procedures and training regularly, and seek input from workers or their representatives on these. It is also important to consider if any changes in the workplace, or workforce have taken place that may require additional measures to be put in place.<\/span><b>&nbsp;<\/b><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"need-more-help\"><span style=\"font-weight: 400;\">Need more help?<\/span><\/h2>\n\n\n\n<p><span style=\"font-weight: 400;\">Staying compliant is complicated, especially when it is one aspect of a multitude of business functions. But 91±¬ΑΟ can help to reduce the anxiety of staying compliant. Our HR Advisory service includes unlimited access to HR experts to guide you through the challenges of carrying out risk assessments, implementing measures to adhere to new legislation and dealing with harassment complaints.&nbsp;<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">91±¬ΑΟ\u2019s <\/span><a href=\"https:\/\/employmenthero.com\/uk\/services\/hr-advisory\/\"><span style=\"font-weight: 400;\">HR Advisory<\/span><\/a><span style=\"font-weight: 400;\"> also provides access to every HR document you will need such as employment contracts, workplace policies, and letters.&nbsp; We empower businesses to spend less time on admin and the stress of compliance, so they have more time to spend on what really matters \u2013 their people.&nbsp;<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">Learn more and speak to one of our specialists today.<\/span><\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex 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all<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-query blog-3-col-query-loop is-layout-flow wp-block-query-is-layout-flow\"><ul class=\"columns-3 alignfull wp-block-post-template is-layout-grid wp-container-core-post-template-is-layout-1 wp-block-post-template-is-layout-grid\"><li class=\"wp-block-post post-52660 post type-post status-publish format-standard has-post-thumbnail hentry category-uncategorised resource-type-blog topic-business-basics\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-17 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/pay-transparency-smes\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1600\" height=\"900\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/colleagues-collaborating-on-laptop-in-office-lounge.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"The UK&#8217;s pay transparency plans need to work for small businesses too\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/colleagues-collaborating-on-laptop-in-office-lounge.webp 1600w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/colleagues-collaborating-on-laptop-in-office-lounge-300x169.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/colleagues-collaborating-on-laptop-in-office-lounge-1024x576.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/colleagues-collaborating-on-laptop-in-office-lounge-768x432.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/colleagues-collaborating-on-laptop-in-office-lounge-1536x864.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/colleagues-collaborating-on-laptop-in-office-lounge-440x248.webp 440w\" sizes=\"auto, (max-width: 1600px) 100vw, 1600px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group blog-3-col-details wp-container-content-3 is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-16 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-15 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2021\/07\/David_Holland.jpg\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/blog\/\" rel=\"tag\">Blogs<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/pay-transparency-smes\/\" target=\"_self\" >The UK&#8217;s pay transparency plans need to work for small businesses too<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-2\"><p class=\"wp-block-post-excerpt__excerpt\">The UK&#8217;s pay transparency plans could force salary disclosure in every job advert across England, Wales and Scotland. Learn what&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/uk\/blog\/pay-transparency-smes\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: The UK&#8217;s pay transparency plans need to work for small businesses too<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/blog\/pay-transparency-smes\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-52535 post type-post status-publish format-standard has-post-thumbnail hentry category-uncategorized resource-type-blog\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-20 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/employer-of-record-pricing\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1600\" height=\"900\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/unnamed-1.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Employer of Record Pricing: How Much Does an EOR Cost in 2026?\u00a0\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/unnamed-1.webp 1600w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/unnamed-1-300x169.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/unnamed-1-1024x576.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/unnamed-1-768x432.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/unnamed-1-1536x864.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/unnamed-1-440x248.webp 440w\" sizes=\"auto, (max-width: 1600px) 100vw, 1600px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group blog-3-col-details wp-container-content-6 is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-19 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-18 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2021\/07\/David_Holland.jpg\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/blog\/\" rel=\"tag\">Blogs<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/employer-of-record-pricing\/\" target=\"_self\" >Employer of Record Pricing: How Much Does an EOR Cost in 2026?\u00a0<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-5\"><p class=\"wp-block-post-excerpt__excerpt\">Wondering what an EOR actually costs in 2026? 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Explore the key pros and cons of Employer of Record services, and find out if it&#8217;s&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/uk\/blog\/employer-of-record-pros-and-cons\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: The Pros and Cons of Using an Employer of Record (EOR)<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/blog\/employer-of-record-pros-and-cons\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><\/ul><\/div>\n<\/div>\n\n\n\n<style>\n.wp-block-post-excerpt__excerpt  {\nfont-size:1.125rem!important;\n}\n<\/style>\n<\/div>\n<\/div>\n\n\n\n<p><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Breaking down what the new sexual harassment law update means for employers 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