A new workplace rule is now in force, with workers warned they risk breaking it over the summer as the World Cup unfolds. From 6 April 2026, under the Labour Party government, any report of sexual harassment is automatically counted as a protected disclosure in relation to a potential whistleblowing claim.
Key Changes for Workers
This means workers will be protected from detriment, employees will be protected from unfair dismissal, and disclosures about sexual harassment will no longer need to be framed as a health and safety, legal breach, or criminal offence issue. The aim is to encourage earlier and safer reporting.
World Cup 'Banter' Warning
Warning World Cup fans, Kate Underwood, founder of Southampton-based Kate Underwood HR and Training, said: 'The good banter is easy. Office sweepstakes, winding up a colleague after a bad result or debating whether football is coming home. The problem starts when comments become personal, targeted or continue after someone has made it clear they are uncomfortable.'
The World Cup takes place until July 19. She said: 'One of the biggest misconceptions is that saying "I was only joking" somehow solves everything. It doesn't. What matters is how the comment lands with the other person, not what the speaker meant by it.'
Understanding the Line
Kate said: 'The workplace version of "it was just banter" is often where things start going wrong. Most people know where the line is. The issue is when someone keeps pushing after it has stopped being funny.'
She added: 'A complaint that starts with somebody saying they felt uncomfortable can now potentially carry whistleblower protection. The bigger risk for employers is often not the original incident but how they react when someone raises a concern.'
Employer Responsibilities
Kate said: 'Employers need to remember that the law protects the person raising the concern. The worst response is to punish the messenger.' She added: 'For almost everyone, the football is exactly what it should be: a bit of fun and a good excuse to wind up the desk next to you. The job for employers is simply making sure that if something stops being a joke, there is a safe place for people to speak up.'
Employers must take reasonable steps, such as adding a simple process like an independent reporting line, to ensure whistleblowing is taken seriously.
