From the end of this month, bakers could be found liable if their staff are harassed by a third party.
Under the current law, if a worker is harassed by another member of staff, the employer could be liable unless they have taken all reasonable steps to prevent it.
The law changes from 30 October 2026 and, under the Employment Rights Act 2025, employers will now also be liable for harassment from third parties.
That ‘third party’ could be anyone an employee is in contact with through work. In the case of bakers, that might include customers or clients, self-employed consultants or contractors, or people at conferences or events.
Harassment is defined under law as unwanted conduct related to age, disability, gender reassignment, race, religion or belief, sex or sexual orientation that has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment.
An employer may be found liable for such harassment unless they have taken ‘all reasonable steps’ to protect their workers. Such steps could include:
- Regularly assessing risks of third-party harassment and reducing those risks
- Monitoring and recording
- Having a bullying and harassment policy
- Training workers in staff safety and de-escalation
- Ensuring clients, customers and suppliers are aware of expected standards of behaviour, such as posters telling customers the consequences of harassing workers
- For higher-risk environments, steps might include employing security staff or installing body or security cameras.
The Craft Bakers Association (CBA) said it recognises the importance of ensuring employees are treated with dignity and respect in the workplace but pointed out the new law presents a challenge for small independent bakery businesses.
“For craft bakers, whose employees interact with customers, suppliers and contractors daily, the legislation introduces additional responsibilities in circumstances where employers cannot always directly control the behaviour of third parties,” said CBA chief executive Karen Dear.
“While the intention behind the legislation is entirely understandable, it is essential that the expectations placed on employers are clear, practical and proportionate to the size and resources of the business.”
The trade body pointed out that many independent bakeries do not have dedicated HR departments, and said it encourages the government to recognise the practical realities facing smaller employers when introducing and enforcing new employment legislation.
Guidance and resources have been made available by the CBA through the HR portal and the membership community on its website to help businesses understand their responsibilities and the practical steps they can take to protect their employees.
“The CBA will continue to provide practical advice and support to members while representing the interests of independent craft bakers as further employment legislation is introduced,” added Dear.
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