Get Ready for Stricter Harassment Laws: What the UK Employment Rights Act 2025 Means for Games Companies

The UK's Employment Rights Act 2025 introduces significant changes to harassment laws, affecting games businesses. This article explores the key reforms, including employer liability for third-party harassment and the prohibition of confidentiality clauses that prevent workers from speaking out. The games industry, with its complex web of collaborations and online interactions, faces unique challenges in implementing these changes. Employers must reassess their anti-harassment measures, risk assessments, and training to prevent harassment and ensure a safer work environment. The shift in focus from reacting to problems to preventing them will require games companies to be proactive and adaptable. With the introduction of these reforms, employers will be held to a higher standard, and their actions will be scrutinized to ensure they are doing everything reasonably possible to prevent harassment. The article discusses the implications of these changes, including the potential increase in employment litigation and the need for effective whistleblowing procedures. Games companies must begin reviewing their policies and procedures now to ensure they are well-prepared for the upcoming reforms.