51 days to go.
Your managers know the policy. Have they practised the conversation?
From 30 October, the sexual harassment duty becomes allreasonable steps. A policy and an annual e-learn are some steps — they are not all of them. We produce the evidence that survives: per-person proof your people can handle the disclosure, the pushback, the customer who won't stop.
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Would your people know what to do?
Most policies are written for lawyers and read by nobody. Paste a section from yours and find out where an employee would hesitate, guess, or get it wrong — then see the conversations that would prove it either way.
01Paste a section
Hospitality rules, disclosure steps, the investigation process — or upload the PDF.
02Get a clarity grade
We read it as an employee would and grade how confusing it is in the moment.
03See the scenarios
Every grey area becomes a conversation you can rehearse before it is real.
Takes about a minute. Work email required.
Employees would guess
Clarity score 58 / 100 · 4 confusion moments
Should vs must on gifts
“Significant value” never defined
Who approves the supplier dinner?
Sexual harassment: the duty becomes all reasonable steps.
A policy, an annual e-learn, and a poster are some steps. They are not all of the reasonable ones. The missing step, almost every time, is that nobody checked whether a manager can actually have the conversation.
“All”
One word changes the test
From 30 October 2026, “reasonable steps” becomes “all reasonable steps.” A tribunal will ask whether there was a further step you could reasonably have taken — and did not.
3rd party
Customers, clients, contractors
Third-party harassment becomes a standalone claim. No “three strikes,” no need for it to have happened before. Was the frontline worker equipped to shut it down?
+25%
The compensation uplift
Where the preventative duty is breached, tribunals can add up to 25% on top of the harassment award. It is what happens when you cannot show you tried.
Pressure-test the change
The conversations a tribunal will replay — rehearsed before they are real.
Every scenario is scored against your policy and produces a dated, per-person record that the behaviour was tested — not merely published. When the question comes, you show what your managers said, not what they were sent.
01
The disclosure at 4:47 on a Friday
A colleague says “it was just banter, don’t make this a thing.” Does the manager acknowledge, protect, and start the process — or reassure and minimise?
02
The customer who won’t stop
A regular crosses the line with a member of staff. Third-party harassment is now the employer’s problem. Can the shift lead end it without escalating?
03
The investigation that turns hostile
The accused pushes back hard. Fair to both sides, impartial, and documented — under pressure, not in a calm room.
04
The manager who heard it and did nothing
A bystander disclosure weeks later. What the manager should have done then, and what the policy actually told them to do.
Read the benchmark
Ten UK employers scored on the four questions managers need answered.
The table, the drafting lessons, a six-question self review, and links to every public PDF — hold your policy against what we found.
Policy benchmark · September 2026
What ten of Britain's biggest employers tell a manager to do
We scored published harassment policies from ten large UK employers on four questions the October duty makes unavoidable — named conduct, third-party sources, where it applies, and what to do after disclosure. Almost none answer all four. A free parish-council template beats most bespoke corporate drafting on the gaps that matter.
0/10
clear yes on all four questions
0/10
name third parties as perpetrators
1/10
guide managers after disclosure
Interactive table + self review
Hold your policy against EasyJet, Barclays, IAG, and seven others — with PDFs linked.
Compliance evidence
Completion logs are not a defence.
Every conduct rehearsal produces a dated record — what they said, how they scored against your policy, and whether the programme is closing gaps. Same product your compliance team uses after a session.
The old way
Real Talk Studio
Sexual Harassment First Response
Human Skills73/100
Step 2 · Policy adherence
How you handled policy under pressure.
Policy adherence
Partially compliantProcess started correctly; impartiality slipped when intent was assigned.
Findings
- Violation
Impartiality. First-response policy is acknowledge, protect, and start process — not interpret the other person’s intent.
“I’m sure they didn’t mean it that way. Let’s not assume the worst.”
Sample programme data · switch to Programme view for compliance breakdown across conduct scenarios
When the question comes — a completion log, or proof they could do it?
We'll build your first conduct scenario live in the call — from your policy, before you've spent anything.