Wednesday 20 May 2026 | From October 2026, employers must have in place ‘all reasonable steps’ to prevent sexual harassment. This raises a practical question: what does that mean in day-to-day operations, and what evidence will stand up to scrutiny?
This Personnel Today webinar, in association with learning provider VinciWorks, followed on from the March 2026 session exploring the legal framework for preventing sexual harassment, whistleblowing considerations and approaches such as bystander intervention.
In Part 2, Personnel Today editor Rob Moss was joined by Nick Henderson-Mayo, Head of Compliance at VinciWorks, and Ruth Mittelmann-Cohen, Head of Legal Compliance, for an implementation-focused discussion on how to design, develop and evidence an ‘all reasonable steps’ approach ahead of the October 2026 deadline.
The session examined how the key elements fit together in practice, from assessing third-party harassment risk to equipping managers to handle disclosures and investigations. The focus was on building a coherent framework that can withstand regulatory scrutiny and tribunal challenge.
Watch the webinar on demand to learn more about:
- Conducting sexual harassment risk assessments in different working environments
- How to assess and mitigate the risk of third-party harassment scenarios
- Structuring manager training to support early risk identification and accountability
- Handling disclosures appropriately and responding effectively
- Adapting reasonable steps for office-based, customer-facing and operational roles
- Managing investigations, documentation and evidencing decisions
- Avoiding common compliance failures that lead to tribunal risk