Tended.
for domiciliary care providers

The duty is already live. The evidence is the hard part.

Harassment training for domiciliary care that produces what a tribunal actually asks for: a dated, version-stamped record of who was trained, on what, and when.

Equality Act 2010 s.40A — in force 26 Oct 2024
Employment Rights Act 2025 ss.20–22 — Government’s scheduled date: 30 Oct 2026, subject to commencement
Get in contact today See how the record works

26 OCT 2024 — IN FORCE

Preventative duty. Reasonable steps to prevent sexual harassment of your workers — with tribunal compensation uplifts of up to 25% where the duty is breached.

6 APR 2026 — IN FORCE

Since 6 April 2026, information tending to show sexual harassment can be qualifying whistleblowing subject matter. Statutory protection still depends on the facts, including a reasonable belief that disclosure is in the public interest and use of an eligible route; legal coverage also depends on employment status. Separately, our policy prohibits retaliation against anyone who raises or supports a concern honestly, whether or not it is a protected disclosure.

1 OCT 2026 — SCHEDULED, SUBJECT TO COMMENCEMENT

The employment tribunal claim window doubles from three months to six.

30 OCT 2026 — GOVERNMENT’S SCHEDULED DATE · SUBJECT TO COMMENCEMENT

Direct liability for third-party harassment, and the duty rises to all reasonable steps — across every protected characteristic.

How the record works

  1. Train

    Workers complete their training on their phones, matched to role and refreshed on a cycle — written for this sector: lone workers, in clients’ homes, on shift patterns that don’t leave room for a classroom. All staff included: employed, agency, bank, and volunteers, each with engagement terms that carry the same commitment.

    completed on a phone · no classroom required · all staff included

  2. Assess

    Our evidence policy retains each formal attempt so we can identify and correct misunderstandings. A pass record shows that you completed this version and met this assessment standard on the recorded date. It does not transfer the employer’s duty to you or, by itself, prove that every reasonable preventive step was taken.

  3. Record

    Our evidence policy retains each formal attempt so we can identify and correct misunderstandings. A pass record shows that you completed this version and met this assessment standard on the recorded date. It does not transfer the employer’s duty to you or, by itself, prove that every reasonable preventive step was taken.

To be plain about what’s being sold: the record-keeping discipline. The training matters — it’s sector-specific and short enough to actually get done — but plenty of training gets done and leaves nothing behind. The record is the point.

What this does, and what it can’t.

“All reasonable steps” is a standard, not a checklist. A tribunal assesses it case by case, on the facts. There is no official timetable for regulations defining it in detail, which means no one can hand you a list and call it done — and anyone selling you a finished checklist is selling you something the law doesn’t recognise.

Taking all reasonable steps reduces risk and supports a defence. It does not guarantee that harassment won’t happen, and it does not guarantee that a claim can’t succeed. No pack and no adviser can promise a tribunal outcome. Anyone who tells you otherwise is overstating what’s possible.

And holding a folder is not the same as taking the steps. A structure completed once and filed in a drawer carries little weight — the steps have to be actually carried out, kept current, and recorded. That is the whole reason this is a working relationship and not a document you buy.

The duty stays with you. This provides the structure and the evidence trail to discharge it and to make good practice visible. It doesn’t transfer the duty, and it isn’t legal advice.

Duties you already have, assembled into evidence.

None of this invents a new obligation. The Equality Act’s preventative duty, health and safety law’s lone-worker risk assessment, the Care Act’s safeguarding framework, CQC’s notification requirements — every one is a duty a domiciliary provider already operates under. What’s usually missing isn’t the duty. It’s the evidence that it was met.

The structure covers the full span of that: how risk is assessed for this setting, how the commitment is written into the documents workers and agencies actually sign, how reports reach someone who can act on them, how incidents are recorded and responded to, how conduct is escalated when the workplace is someone’s home, and how the whole system is reviewed to show it’s working — with a first response ready for the day a claimant’s solicitor writes.

Every control has a named owner, a standard it has to meet, and a record that shows it happened. A control that exists only as a phrase in a risk assessment is the weakest point in a defence: a tribunal asks what the standard was and how it was evidenced, not whether the word appeared in a table.

EqA 2010 · HSWA 1974 · Care Act 2014 · CQC regulations · assembled into one trail

Who this is for

Domiciliary care, specifically — carers working alone in clients’ homes, where the workplace is someone’s living room and the controls an office relies on don’t reach. You already know the shape of the risk: conduct from service users, from family members, from other visitors to the home; lone working as the default rather than the exception; capacity complications that make every incident harder to read; and a workforce that includes agency and bank staff who joined long after the last induction. The usual controls assume a venue: somewhere conduct can be managed because the premises are yours. In domiciliary care the premises are theirs. You cannot ban a service user from their own home — the control you hold is the care arrangement itself, and the structure has to be built around that fact.

There is no CCTV in a private home, so the evidence base is different — contemporaneous visit notes, call-monitoring logs, lone-worker app data, the care-planning audit trail. Generic e-learning wasn’t written for any of that, and the certificate it produces says almost nothing about it. “Harassment awareness, 45 minutes” doesn’t show what a lone carer was actually trained to recognise, or to do, or when the training last changed. The record has to fit the setting it will be read against.

Set up with you. Kept current.

This is an advisory relationship, not software left running in a corner. The structure is set up with you, around how your service actually operates. It’s kept current as the law moves — the Government’s scheduled date for the third-party liability change is 30 October 2026, subject to commencement, and the policy, the contract terms, the training, and the records will all move if and when the provisions commence. Refresher cycles are assembled each year rather than replayed. And when something happens, the person on the other end already knows your setup. There is no official timetable for regulations defining “all reasonable steps” in detail, so this is built to the higher standard now rather than waiting to be told what it means.

Every engagement is scoped to the provider — size, staffing mix, what records already exist.

Get in contact today