Views of a workplace harassment prevention training course rose by 146% over the latest 28-day period, according to provider Skillcast, as employers prepare for stronger legal duties coming into force on 30 October. The increase measures views of Skillcast’s own course page, not a nationally representative change in employer training expenditure or the number of businesses updating their procedures.
Skillcast also reported an 829% rise in engagement with the course over the preceding year, based on its internal Google Analytics data. Its figures suggest stronger interest among people visiting the provider’s services, but the dataset does not establish whether those visitors purchased training, implemented new policies or represent the wider employer population.
The legal changes underpinning the increased attention are substantive. Under the Employment Rights Act 2025, employers will be required to take all reasonable steps to prevent sexual harassment of their workers from 30 October. Existing law requires reasonable steps. The shift places greater emphasis on demonstrating that all preventative measures appropriate to an organisation have been considered and implemented.
Employers will also face expanded liability for harassment by third parties, such as customers, clients and other people encountered through work, unless they have taken all reasonable steps to prevent it. The precise measures expected will vary with the organisation, its sector and the risks associated with particular workplaces, according to guidance from Acas.
The distinction has practical implications in settings where employees regularly encounter members of the public or external contractors. A hospitality employer may need to examine incidents involving guests, while a professional services business may consider behaviour at client meetings and events. Remote work also presents issues where harassment takes place through messaging platforms, video calls or other digital communications.
Catriona Razic, chief revenue officer at Skillcast, said organisations should not treat completion of an online module as sufficient proof of prevention. Her comments placed emphasis on workforce confidence in reporting concerns, the quality of management responses and evidence that lessons from previous incidents have informed changes in policy and practice.
Training can help staff recognise unacceptable conduct and understand how to escalate concerns, but cannot compensate for a reporting system that employees distrust. Companies may need independent complaint routes, clear responsibilities for investigations and protections against retaliation. For senior managers, demonstrating these measures can be as important as showing that training materials were distributed.
The new duties do not mean that every incident automatically creates employer liability. The legal framework recognises the importance of the steps an organisation has taken to prevent harassment. Nonetheless, an employer that has relied solely on a generic handbook or infrequent training may find it harder to demonstrate that its response was proportionate to identifiable risks.
Acas advises employers to assess risks, maintain reliable incident records and review how conduct involving customers, contractors and suppliers is handled. Good documentation can help show how decisions were reached, although a record of an assessment is useful only if the measures arising from it are actually adopted.
The deadline makes prioritisation important for employers with numerous sites or a large contingent workforce. Managers should know how to respond to complaints, while contracts and policies need to address third-party conduct without relying on vague promises of respect. Risk assessments should consider actual working arrangements, previous incidents and whether employees can reach the relevant reporting channels. These practical choices are more probative than a single course-completion percentage.
The Skillcast figures capture interest ahead of a defined legal deadline, not proof of improved outcomes for workers. The effect of the law will depend on implementation, enforcement and the willingness of organisations to address recurring conduct problems. With commencement days away, employers should distinguish short-term training activity from the longer-term work of building an effective preventative culture.
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