Preventing harassment and third-party harassment
Introduction
From 30 October 2026, the law on preventing sexual harassment at work has been strengthened by the Employment Rights Act 2025.
Previously, employers were required to take ‘reasonable steps’ to prevent sexual harassment. Employers must now take ‘all reasonable steps’ to prevent sexual harassment. This sets a higher threshold for prevention and requires employers to take a proactive approach to identifying and managing risks.
The legislation also strengthens protections against harassment by third parties, such as members of the public, partners, providers and contractors. The statement below sets out the OPCC’s approach to preventing harassment in line with these requirements and directs users to the relevant OPCC policies and guidance.
Preventing harassment and third-party harassment
The Office of the Police and Crime Commissioner (OPCC) is committed to providing a safe, respectful and inclusive environment. We do not tolerate sexual harassment, harassment, bullying or victimisation, whether this involves our staff or people who interact with the OPCC through our work.
We take a preventative approach. This includes identifying and assessing harassment risks, putting appropriate measures in place, providing training, encouraging concerns to be reported, responding to incidents and using learning from complaints and other feedback to improve our arrangements.
Harassment by third parties
We will not tolerate harassment or sexual harassment by third parties. To help prevent it, the OPCC communicates clear behavioural expectations for meetings, events and engagement activities, includes appropriate standards within provider and contractor arrangements, considers harassment risks when planning public-facing activity, supports staff who experience harassment, records and investigates incidents, and takes appropriate action where concerns arise.
We also expect OPCC staff to treat third parties with dignity and respect. Harassment by an OPCC employee towards a third party may result in disciplinary action.