Why employment compliance starts with the contract

In this month’s Tunbridge Wells Business Magazine, our CEO, Sophie Forrest-Lavery, discusses the upcoming changes to employers' duties to prevent sexual harassment in the workplace.

With the strengthened duty coming into force on 30 October 2026, Sophie highlights why compliance cannot be left to the last minute and the importance of having the right policies, training and preventative measures in place.

October’s employment-law changes show that compliance cannot be reduced to a last-minute amendment. For business leaders, the test is whether everyday practices match their contracts and policies. 

From 1 October, the time limit for most employment tribunal claims rose from three to six months. That gives issues longer to surface and reinforces the value of resolving concerns early, fairly and consistently. 

The next milestone is 30 October. Employers will have a legal duty to take “all reasonable steps” to prevent sexual harassment and extending across third parties, which could include general members of the public. A revised policy alone will not demonstrate preparedness. Organisations will need to show that they have assessed risks, trained managers, created credible reporting routes and responded properly to concerns. 

There are also major changs to trade union laws with effect from 30 October. Trade unions will gain a statutory right to request access to workplaces of employers with 21 or more staff. This is so they can promote their membership services and meet with their current members. 

For growing businesses, this is not an HR checklist. An unclear job title, outdated probation clause or incomplete disciplinary process can turn a preventable problem into a costly disaster. It consumes leaders’ time, weakens trust, affects reputation and increases legal risk. 

Employment contracts are often a practical starting point. They set expectations on pay, hours, place of work, notice, family leave and conduct. However, a contract that has been copied forward for years may not support today’s workforce, management approach or legal duties. 

At Forrest Group, we encourage businesses to use October as a reset: join up contracts, policies, manager capability and reporting processes, rather than patching each change in isolation. Good compliance should help people make sound decisions with confidence, consistency and genuine care that lasts, not sit unread in a folder. 

To help businesses take that first step, Forrest Group is offering a complementary employment document review. We will help you identify whether your documentation needs attention and where to prioritise action. Get in touch to arrange your free review. Contact us on 01892 726060 or sophie@theforrestgroup.co.uk