Marvin OnumonuGoogle searches for workplace sexual harassment rose by over 10 times in the UK after new laws were announced, according to The HR Dept.
Research found nearly half (45%) of business owners and decision makers do not understand the upcoming changes to sexual harassment rules in the Employment Rights Bill.
One in three (33%) said they are not prepared for the changes, which start in October 2026.
Searches for ‘third-party harassment’ increased by 1082%, and ‘workplace sexual harassment’ rose by 113% since October 2024.
The new rules mean employers must take all reasonable steps to prevent sexual harassment, and can be liable after just one incident involving third parties.
Some business leaders called the changes ‘unworkable’ and ‘more red tape’.
Nicola Morrison (pictured), director of the HR Dept Leicester & North West Leicestershire, said: “The new laws are an evolution of what good HR is already advocating.
“We cannot escape the reality that 40% of women and 18% of men have experienced unwanted sexual behaviour at work.
“The law is simply forcing a necessary shift from a reactive approach – waiting for a report of misconduct – to a proactive prevention strategy that reflects modern expectations around company accountability.”
Most complaints focused on cost, with 72% saying the Bill will have negative financial consequences and training is an unnecessary expense.
Morrison added: “Preventative e-learning costs as little as £2.50 per person.
“When you weigh that against a potential tribunal payout, which can be £6,000-£20,000 with a 25% uplift, the financial case for proactive investment is clear and delivers one of the highest returns on investment in HR.”
36% of businesses did not implement changes in response to previous, simpler guidelines.
Nearly half (49%) of business leaders are unsure or believe their organisation is vulnerable to third-party harassment claims.
Morrison said: “Whilst there is no legal definition of ‘reasonable’, there are clear steps that businesses can take to demonstrate their duty to meet this standard: establishing a zero-tolerance policy for harassment, creating a clear escalation route for reports, and implementing manager training so they can spot signs and intervene professionally.
“Businesses must record and evidence these steps, as that documentation will act as primary compliance defence.
“Size matters. Small businesses often lack dedicated HR resources, making compliance harder.
Morrison added: “But risk is also heightened in sectors with high public contact or isolated working conditions.
“This means hospitality, retail, transport, and logistics are especially vulnerable to claims arising from third-party harassment, where unpredictable customer behaviour increases the risk profile.”
