Construction firms urged to train staff to prevent workplace harassment
New rules under the Employment Rights Act 2025 require businesses to take “all reasonable steps” to prevent sexual and other harassment of staff, including harassment by customers. Guidance from the Equality and Human Rights Commission says employers must address workplace cultures that create a risk of harassment, including on construction sites.
The guidance uses a fictional large construction firm with a male-dominated workforce and a culture of crude banter as an example. It lists 14 potential changes, including writing to clients and contractors about its stance and training staff in inclusion, respectful behaviour and reporting harassment. Conservative business spokesman Julia Lopez criticised the requirements as extra red tape, while Equalities Minister Bridget Phillipson said the Government was working with businesses to tackle misogyny.
In short
- Businesses must take all reasonable steps to prevent workplace harassment.
- Watchdog guidance outlines 14 changes for a fictional construction firm.
- Conservative criticism contrasts with the Government’s stated aim to tackle misogyny.
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The case for
Requiring employers to take reasonable steps to prevent harassment can help protect staff before harm occurs, including when the risk comes from workplace culture or from customers and contractors. Training and clear expectations may make reporting safer and help firms meet their duty to provide a respectful workplace.
The case against
Businesses may see the guidance as adding compliance work and cost, particularly where it prescribes multiple changes for risks that differ between workplaces. They may argue employers should be judged on practical, proportionate measures and outcomes, rather than face pressure to adopt a broad programme that could become burdensome or prescriptive.
Explained simply
Construction sites often bring together workers employed by different firms, alongside clients and contractors. Women and other staff can face harassment from colleagues or from people they meet through their work, and a workplace’s everyday habits can affect whether such behaviour is challenged.
The Equality and Human Rights Commission is the independent body that promotes and enforces equality law in Great Britain. Its guidance explains how employers can reduce harassment risks, including by setting clear expectations, training staff and making it easier to report concerns. The Employment Rights Act 2025 places a duty on businesses to take all reasonable steps to prevent harassment, including by customers.
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Originally published by Daily Mail as “Wolf-whistling builders face extra training under Labour’s ‘banter ban’”.