All reasonable steps, on paper, before 30 October
On 30 October the duty to prevent sexual harassment gets harder to meet, and for the first time you answer for harassment of your people by anyone else on site. It is an evidence test. We write the risk assessment, the policy, the third party procedure and the training records for construction contractors. Fixed price, issued within the week.
What all reasonable steps looks like on paper
Nobody publishes a checklist that guarantees compliance, because reasonable depends on the size and nature of the business. What the guidance consistently looks for is below, and it is the same list a client questionnaire will ask you to evidence.
A harassment risk assessment
Written, specific to how and where your people work: lone working, shared welfare facilities, client premises, occupied homes, work away, social events. Scored, with controls, dated and signed.
A policy people have seen
Plain English, naming who is responsible, what is not acceptable, what happens when it is reported and how it is handled. Issued at induction and signed for.
A third party procedure for site
What your operative does when the problem is somebody who works for the principal contractor, another trade or the client. Who he tells, who you tell, and how it is escalated through the site management.
More than one way to report
A reporting and investigation procedure with a named contact, an alternative contact, and a confidential route, so a complaint about a supervisor has somewhere to go.
Briefing that fits the job
A toolbox talk for operatives and a longer briefing for supervisors, written for site, not a slideshow about office parties.
Records
A training register with signatures and a complaint and outcome log. When somebody asks what you did, this is the answer.
Worker Protection Pack
Seven documents, written for your business and the sites you actually work on.
Worker Protection Pack
Sexual harassment prevention policy, harassment risk assessment, third party harassment procedure for site and client premises, reporting and investigation procedure, complaint and outcome log, toolbox talk with supervisor briefing, and a training register.
Only need part of it?
A single document is from £195 and any three are £445. Useful when a client questionnaire has asked for the policy and the risk assessment and nothing else. If we are already writing your CHAS, Constructionline or SafeContractor application, say so and we will quote the two together. Constructionline has asked about sexual harassment prevention arrangements since February 2026.
What we do, and what we do not
We are a documentation service. Here is the line, drawn before you pay rather than after.
- We are not HR consultants or employment lawyers, and nothing on this page is legal advice
- We do not investigate complaints or sit in on grievance or disciplinary meetings
- We do not deliver the training. We write it so your supervisor can
- We do not represent anyone at a tribunal or deal with Acas or the Equality and Human Rights Commission for you
- We cannot promise that a set of documents meets the duty on its own. They have to be used
- If you have a live complaint, speak to an employment solicitor or Acas first
Questions we get asked
What actually changes on 30 October 2026?
Two things. The duty on every employer to prevent sexual harassment of its workers rises from taking reasonable steps to taking all reasonable steps. And employers become liable for harassment of their staff by third parties, meaning people who do not work for them, unless they took all reasonable steps to prevent it.
We are a small firm. Does it apply to us?
Yes. There is no size threshold. It applies whether you employ two people or two hundred.
Why does it matter more in construction?
Because your people spend the working day on somebody else's site, surrounded by other companies' workers, clients, residents and members of the public. Third party harassment is a bigger share of the risk for a subcontractor than for almost any office based business, and a generic office policy does not deal with it.
Is a policy enough?
No, and that is the point of the change. Guidance from the Equality and Human Rights Commission and Acas looks for a risk assessment, a policy people have actually been told about, more than one way to report, training that fits the workplace, and records that show all of it happened. A policy in a drawer is not all reasonable steps.
What happens if we do nothing?
If a worker brings a harassment claim and wins, a tribunal can increase the compensation by up to 25 per cent where the employer breached the preventative duty. The Equality and Human Rights Commission can also take enforcement action on its own. For most small contractors the first place it shows up is a client questionnaire, because Constructionline added sexual harassment prevention to its supplier checklist in February 2026.
Do you deliver the training?
No. We write the toolbox talk, the supervisor briefing and the training register. You or your supervisor deliver it, which is what an assessor or a tribunal would expect to see anyway.
Is this legal advice?
No. We are a documentation service. If you have a live complaint or a grievance in progress, speak to an employment solicitor or Acas before you do anything else.
Tell us where your people work
Your trade, roughly how many people work for you and the kind of sites you are on. We come back with a fixed price, usually the same working day.