British builders who wolf-whistle will be forced to take ‘respectful behaviour’ training

The guidance issued by the Equality and Human Rights Commission (EHRC) coincided with Angela Rayner’s Employment Rights Act 2025 — dubbed a “banter ban” — coming into force.

The 141-page document uses a fictional construction firm to give an example of necessary changes it must implement to be compliant with the new legislation.

In the scenario, the watchdog warned construction has a “high risk of sexual harassment” because of the majority male make-up of its workforce, which had contributed to a dominant “culture of crude banter”.

The example says the company boss must push to create a “more inclusive workplace culture” by taking “urgent action” to prevent any unwanted harassment or face being hauled through the courts.

Such measures that could be undertaken to bring the firm into compliance with the new laws include “sending a formal letter to all clients and contractors to advise of the firm’s refreshed stance on tackling sexual harassment”, the Daily Mail reports.

The guidance adds bosses would have to organise “training for all staff, with particular emphasis on inclusion, respectful behaviour and the importance (of) all staff reporting any sexual harassment”.

Reacting to the EHRC document, Shadow Business Secretary Julia Lopez warned it could leave businesses “walking on eggshells”.

She said: “Labour’s banter ban has only been in force for a day and has already reached the building site, with construction firms facing yet more red tape and training requirements to police workplace conversations.

“Labour is creating a climate where employers are left walking on eggshells, worrying about innocent comments their staff make that could end up falling foul of the new regime.”

Under Ms Rayner’s new laws, bosses can be held liable for employees who face harassment from “third parties”, which includes customers, contractors or freelancers.

If a firm is found to have not taken “all reasonable steps” to prevent harassment linked to “protected characteristics”, they face being hauled into an employment tribunal and pay out uncapped compensation.

Protected characteristics include age, disability, race, religion, sex, sexual orientation and gender reassignment.

EHRC chairman Dr Mary-Ann Stephenson said: “The law now requires employers to take all reasonable steps to prevent sexual harassment.

“This means looking at where risks arise, acting before incidents happen and checking that preventative measures are effective.

“As the equality regulator, it’s our job to help employers fully understand their responsibilities to protect their staff from harassment.

“Our updated guidance gives employers practical support to understand the law, providing examples of reasonable preventative steps that can be taken as well as information on preventing third-party harassment.”

In its guidance, the watchdog also warns companies about staff behaviour at work parties, where alcohol is drunk and “risks can be higher”.

“With workplaces across the UK holding Halloween events this week, the EHRC is also reminding employers to plan for risks linked to work-related social events,” it notes.

The document warns bosses they can be “held legally responsible for the harassment of their workers” if they do not consider risks “in advance”.

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