2 years since the Worker Protection Act

Sunday 26th October, marked two years since the Worker Protection (Amendment of Equality Act 2010) Act became law. It was a hard-won milestone and one that Fawcett, alongside campaign partners, fought for every step of the way. 

The Act created a new legal duty on employers to take reasonable steps to prevent sexual harassment in the workplace. For the first time, it recognised that responsibility for tackling this behaviour doesn’t sit solely with individual women reporting abuse, it sits with employers who must stop it happening in the first place. 

What Fawcett Campaigned For 

Fawcett led calls for stronger legal protections after years of evidence that sexual harassment is widespread and under-reported. In our research, nearly half of women said they had experienced sexual harassment at work. For Black and minoritised women, younger women, and disabled women, the risks are even higher. 

We worked with women who bravely shared their experiences. We built evidence, influenced MPs, and demanded action. The Worker Protection Act was a direct result of that collective effort. 

But the journey doesn’t end with a single law. 

A Further Step Forward: Third-Party Liability 

Two years later, we’ve seen a new and vital development: the embedding of third-party liability into the Employment Rights Bill. This means employers can now be held accountable not just for harassment by staff, but also by customers, clients, or other third parties. 

This change closes a long-standing loophole. It acknowledges what too many workers already know, harassment doesn’t just come from colleagues. It’s part of the wider power dynamics many women face, particularly in sectors like hospitality, retail, and social care. 

Fawcett has long argued that employer responsibility should extend to these situations. Now, it does. 

Legal Change Isn’t Cultural Change 

Stronger laws are essential. But they won’t shift workplace culture overnight. 

Employers now have clearer duties. But compliance can’t become a tick-box exercise. Preventing harassment requires training, policies, and most importantly, a commitment to creating workplaces rooted in respect and equity. 

That starts with leadership. It’s shaped by what is tolerated, what is challenged, and whose voices are heard when harm happens. 

We’ve heard from too many women who were ignored, blamed, or pushed out for speaking up. That’s the culture we must change. 

Take Action: Use Our Free Toolkit 

Whether you're an HR lead, a union rep, a business owner or a team member who wants to see real change—Fawcett’s free toolkit on preventing sexual harassment in the workplace is here to help. 

It offers practical steps, clear guidance, and examples of how to take action across sectors. 

👉 Access the toolkit here 

We’re also offering speaking opportunities and tailored sessions to support organisations ready to go further. Get in touch to find out how we can work together: [email protected] 

Sexual harassment is not inevitable. 

It reflects the power structures and inequalities that still run deep in our workplaces. But change is possible—and the law is now on our side. 

Let’s use it. Let’s raise expectations. Let’s build working cultures where everyone is safe, respected, and able to thrive.