A significant change to workplace harassment law is on the horizon for October 2026. Employers will be under a strengthened duty to take all reasonable steps to prevent harassment – not just by employees, but also by third parties.
For organisations in the transport and logistics sector, this is particularly important given the regular interaction with third parties at other sites and depots, for example, customers, passengers, members of the public.
What is changing?
The new duty expands existing obligations so that employers must proactively prevent harassment connected to any of the nine protected characteristics. Crucially, this now extends to harassment by third parties and not just an employer’s own staff who are more under the employer’s control.
Why this matters for your sector
Transport and logistics businesses face higher exposure to third-party interactions than many other sectors. Examples include:
- Drivers attending third-party depots or customer locations
- Rail, bus, coach or taxi staff dealing with passengers
- Warehouse and logistics staff interacting with contractors and agency workers
This means the risk profile is broader—and the legal expectation will be that this is recognised and managed accordingly.
What should employers be doing now?
Although the change builds on existing law, the obligations on employers are certainly heightened and require a more proactive and preventative approach. Key steps include:
Review and update risk assessments
Regularly assess where harassment risks may arise, particularly in customer-facing roles or when staff are working on third-party premises. Consider what data already exists which might point towards particularly high-risk areas.
Strengthen policies and procedures
Ensure anti-harassment policies clearly cover third-party behaviour and set expectations for all those interacting with your workforce. Think about:
- Passengers using transport services
- Customers or members of the public
- Contractors or delivery recipients
- Staff working on client or third-party premises
Train staff and managers
Training should equip staff to recognise, report and respond to inappropriate behaviour, including from customers or site contacts. Training should be across all levels.
Improve reporting mechanisms
Employees must feel able to raise concerns. Systems should be trusted, accessible and lead to meaningful action.
Take action when issues arise
Where harassment is reported, employers should investigate properly, support those affected, and take appropriate action against perpetrators - including third parties where possible.
Messaging and Communication
It will be crucial to make it clear – both to the staff themselves and to the relevant third parties concerned - that harassment of staff will not be tolerated. Align with third parties; consider strengthening arrangements and contractual terms with clients, contractors and partners to spell out your position on this issue.
Taking a proactive stance
The direction of travel is clear: employers are expected to anticipate risks, not just react to incidents. This includes learning from past issues, monitoring effectiveness, and continuously improving systems.
Preparing early will be key. Those that embed robust, practical measures now will equip themselves to manage risk and demonstrate compliance by building an environment where staff feel safe, supported and able to raise concerns ready for when the new duty comes into force.
