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If you’re an employment solicitor, this is the client seminar of the year. Every HR director on your list needs it, and the follow-up work (policy reviews, risk assessments, training, audits) flows straight from it.

HR consultants: same seminar, sold to your own client base, plus the materials to do the compliance work yourself afterwards.

And if you’re in-house, your organisation has to be able to prove it ran this training. The pack is the training, and the documents are the proof.

The snag is the same for all of you. Writing it properly takes days you don’t have, and getting the law wrong in front of an audience is worse than not doing it at all.

So I’ve done it for you.

I’m Daniel Barnett. I’ve been an employment law barrister for over thirty years, I present the Employment Law Matters podcast, and solicitors and HR professionals across the UK have been delivering my seminar packs since the early 2000s. This is the 2026 edition of the Harassment Pack, rewritten from scratch for the new law. It took over 40 hours to research and write, and I’m a perfectionist.

A complete, word-for-word script of around 10,000 words, written to be read aloud. Delivered in full, it fills a three-hour session with two breaks. Cut it down and it works as a ninety-minute briefing or a one-hour lunchtime talk. It’s a Word document, so you can edit it, split delivery between colleagues or print it onto cards.

It’s in three parts.

Part 1: The law of harassment. What harassment means under the Equality Act, the three-stage legal test, where banter crosses the line (Munchkins, Evans v Xactly), the special status of sexual harassment, vicarious liability and the ‘course of employment”’(Christmas parties and WhatsApp groups included), the 2026 Vento bands and the awards that run into millions.

Part 2: Third-party harassment and the preventative duty. How we got here, from Bernard Manning to the Employment Rights Act 2025. The new sections of the Equality Act, read in full. What ‘all reasonable steps’ means after fifty years of case law, through the three cases that matter: Canniffe, Allay (stale training), and Campbell (the rare employer win, and what it took). The EHRC’s powers. A ten-point audit the audience can score themselves against. And the hardest scenario of all: what to do when the harasser is your biggest client.

Part 3: Beyond harassment. Why the same ‘all reasonable steps’ defence helps with every discrimination claim across all nine protected characteristics. A tour of direct and indirect discrimination, victimisation and the disability claims. Personal liability for individuals (the one sentence that changes behaviour in a training room). The six areas where managers get caught out right now: menopause, neurodiversity, the belief wars after Higgs v Farmor’s School, pregnancy and flexible working, age, and banter. A four-layer compliance blueprint and a month-by-month compliance calendar.

Three case studies run through the day, each with a set of questions and model answers. Use them as discussion, as breakout exercises, or as the bit where the audience realises their own organisation is Vista Café.

Some audiences expect a law firm seminar to look like a law firm seminar. Others have sat through enough of those. So you get both.

The traditional deck. Clean, professional, text on the slide, the kind of deck a City firm would put in front of clients. Safe for any boardroom.

The Daniel Barnett deck. Very few words per slide, set against large full-bleed images. The style I use on my own tours. It keeps the room looking at you rather than reading ahead.

Both follow the script slide for slide. Both are editable PowerPoint files, so you can add your logo and drop in your own war stories.

The seminar explains the law. The bonuses are the documents an employer needs to comply with it. Give them to clients, charge for them, or use them in your own organisation.

The main script is for HR professionals and managers. This one is for everybody else. A 4,000-word interactive session for employees, with quizzes and case studies, explaining equality, discrimination and harassment in plain English and setting out what the organisation expects of them. Solicitors and consultants: deliver it for a fee, or give it to clients as the reason to come to your seminar. In-house HR: this is the all-staff training the ‘all reasonable steps’ standard requires, and the delivery notes tell you exactly what records to keep.

Updated for 2026. Covers third-party harassment and tells an employee who to go to and what happens next, which is what a tribunal wants to see. Yours to adapt, brand and give away.

New for 2026. Most employers bolt a line about sexual harassment onto a general policy. The EHRC’s guidance wants it dealt with specifically, and this dedicated policy does that: the definition, the standards of behaviour, the complaints process and the organisation’s commitment under the preventative duty. Sits alongside Bonus 2.

What a manager does in the first conversation, how to record it, when to escalate and what never to say. A short checklist that doubles as evidence that managers were trained. Give it to every line manager in the building.

The document that turns a one-off training session into a programme. Completed by HR once a year and shared with the board, it reviews policies, training dates, incident logs and third-party measures, and flags anything that needs action. A named senior owner with review dates in the diary is itself one of the steps a tribunal looks for, and this is the paper that proves it.

The EHRC says an employer is unlikely to comply with the preventative duty without a risk assessment. This is the template: risk areas, history of incidents, level of risk, current measures, further measures and a review date. Keep every completed version. They are the evidence.

New for 2026, and the one most employers will be missing. Maps every category of third party your staff meet (customers, patients, parents, suppliers, callers), which roles meet them, where, how often, alone or accompanied, with or without alcohol. Then it works through the controls. A risk assessment that’s silent on third parties fails at the first hurdle, and almost every risk assessment written before 2026 is silent on them.

The outward-facing steps, ready to use. Premises and waiting-room notices. Call-queue and webchat scripts. Booking confirmation footers. Email signature lines. Contract clauses for customers, suppliers and venue hire. Warning letters and barring letters. Cheap, quick, and each one a dated step towards the standard. Their absence is Exhibit A against you.

A tribunal measures an employer against its actual workplace, not an average one. This addendum gives you four to six minutes of spoken script for each of fifteen sectors, from hospitality, retail and healthcare to financial services, schools, construction and charities, each with the statistics, regulatory hooks and sector-specific steps a tribunal would expect that employer to have thought about. Slot the relevant one into Part 2 and the room will think you wrote the talk for them. Over 6,000 words of material you would never have time to research yourself.

For anyone putting this talk in front of clients. A four-email sequence to fill the room (announcement, substance, nudge, follow-up with the three things to do this month). Three LinkedIn posts. Short and long invitation copy for event platforms. Replace the square brackets, adjust to your tone, send.

EMAIL

megan.mcdonald@emplawservices.co.uk

PHONE

0333 090 9282

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