Labour’s Banter Ban Enforces Training to Tackle Crude Culture on Construction Sites

By the Editorial Team · Saturday, October 31, 2026

New UK regulations require construction employers to provide mandatory training on respectful behaviour to combat sexual harassment in male-dominated, high-risk workplaces. These rules raise employer accountability under the Employment Rights Act 2025, with non-compliance risking legal penalties and contributing to a wider effort to foster safer, more inclusive work environments.

New regulations aimed at addressing inappropriate conduct on construction sites came into effect recently, requiring employers to implement training focused on respectful behaviour to combat a pervasive culture of crude banter. The guidance, issued by the Equality and Human Rights Commission (EHRC), outlines legal responsibilities for employers under the Employment Rights Act 2025, introduced by Labour’s Shadow Secretary of State for Work and Pensions, Angela Rayner.

The 141-page document presents a detailed example involving a hypothetical large construction company characterized by a predominantly male workforce and a high risk of sexual harassment due to an entrenched culture of crude banter. According to the EHRC, such an environment necessitates urgent intervention to foster a more inclusive culture and to prevent harassment on site. The guidance advises firms to take multiple actions, including issuing formal communications to clients and contractors to clarify a renewed commitment to tackling sexual harassment and conducting mandatory training for all employees. This training is to emphasize inclusion, respectful behaviour, and the critical importance of reporting any incidents of sexual harassment.

These measures form part of a broader government effort to strengthen protections against harassment in the workplace. The updated legislation requires businesses to take “all reasonable steps,” a higher standard than previously demanded, to prevent sexual and other forms of harassment of employees. This expanded duty applies across various sectors, including hospitality and retail, making employers liable not only for staff conduct but also for offensive behaviour exhibited by customers.

The new rules have attracted criticism from opposition politicians, with Conservative business spokesperson Julia Lopez describing the changes as burdensome. Lopez argued that the regulations add unnecessary complexity for construction firms already navigating existing workplace requirements, suggesting the measures could lead to increased red tape and extensive monitoring of employee interactions.

The EHRC’s guidance aims to clarify employer obligations amid the introduction of these laws and to encourage workplaces to proactively create safer and more respectful environments. The construction industry, with its traditionally male-dominated and informal cultures, is a particular focus given longstanding concerns about harassment and exclusion within the sector. Employers who fail to comply with the regulations risk facing legal challenges and substantial fines.

The introduction of these new standards marks a significant shift in how workplace harassment is addressed in the UK, placing greater responsibility on employers to actively shape organizational culture and ensure all staff feel protected from inappropriate behaviour.

This article was reported by synthesizing coverage from multiple independent news outlets to present a balanced, unbiased account. Read about our editorial standards. Spotted an error? Let us know.