As of 30th October 2026, sports clubs will need to pay much closer attention to how they protect employees from harassment by people who are not employees.
The changes introduced by the Employment Rights Act 2025 mean employers may be liable where a worker is harassed by a third party in the course of their employment and the employer cannot show it took "all reasonable steps" to prevent it.
For sports clubs, that creates a particular challenge. Staff regularly interact with members, parents, spectators, sponsors, committee members and guests. While these relationships are central to club life, they can also create legal risk.
What Does the New Protection Cover?
The new provisions are not limited to sexual harassment. They apply to harassment related to protected characteristics including age, disability, gender reassignment, race, religion or belief, sex and sexual orientation. They do not extend to pregnancy and maternity or marriage and civil partnership.
This means a club could potentially face liability where staff are subjected to offensive, intimidating or degrading behaviour by members, parents, spectators or other visitors unless the club can show it took all reasonable steps to prevent it.
Why Sports Clubs Are Different
Unlike many workplaces, sports clubs combine employment, leisure and community life. Employees often engage with individuals who may not view themselves as being subject to workplace standards.
A longstanding golf club member may regard comments about women golfers as harmless banter. A parent may become confrontational over team selection. A committee member may feel entitled to speak to staff differently because of their position. A supporter may allow frustration to spill over after a disappointing result.
The fact that behaviour occurs in a sporting or social setting does not make it any less problematic from an employment law perspective.
Key Risk Areas for Sports Clubs
Members and Committee Members
Issues can arise when strongly held views cross the line into inappropriate conduct.
Examples might include:
- Comments suggesting women are less suited to certain sports or leadership roles.
- Jokes or remarks relating to race, religion or sexual orientation.
- Dismissive comments about younger employees being “too sensitive”.
- Derogatory references to disabilities or mental health.
The risk is often heightened because the individual involved is a respected member, committee representative or long-standing supporter. Clubs should be cautious about overlooking behaviour because of somebody's status or influence.
Parents and Junior Sport
Junior sport can present a particular risk.
Coaches, welfare officers and administrators frequently deal with complaints about playing time, team selection and disciplinary decisions. While robust discussion is part of sport, clubs should be prepared to intervene where behaviour becomes abusive, sexist, racist or otherwise discriminatory.
Match Days, Events and Hospitality
Match days, social events and occasions involving alcohol can increase the risk of inappropriate behaviour.
Common examples include:
- Supporters directing abuse towards stewards, reception or hospitality staff.
- Members behaving inappropriately towards bar staff.
- Guests making offensive comments at club dinners.
- After-dinner speakers relying on outdated stereotypes for humour.
Different clubs will face different challenges. The measures that are reasonable for a large football club may look very different from those required at a local golf, cricket or rugby club.
What Should Clubs Be Doing Now?
The key question under the new legislation is likely to be whether the club took “all reasonable steps” to prevent harassment.
The focus is increasingly on prevention rather than reaction. Clubs should identify situations where harassment may arise and take steps to address those risks before an incident occurs.
Practical measures may include:
- Reviewing equality, dignity at work and anti-harassment policies.
- Updating member, parent and visitor codes of conduct.
- Providing training to managers, committee members and senior volunteers.
- Giving employees clear and accessible reporting routes.
- Displaying clear notices in clubhouses, bars, reception areas, professional shops and other customer-facing locations stating that harassment, abuse and discriminatory behaviour towards staff will not be tolerated.
- Assessing higher-risk events, including junior tournaments, annual dinners and local derby fixtures.
- Keeping records of complaints, investigations and action taken.
Many clubs will already have some of these measures in place. However, the question is unlikely to be whether a policy exists. The focus will be on whether the club's measures are effective, understood by staff and actively applied in practice.
Final Thoughts
The greatest risk for sports clubs is unlikely to come from a complete stranger. More often, it will arise from somebody well known to the organisation: the member who thinks a sexist joke is harmless, the parent who loses perspective from the touchline, the committee member who believes the rules do not apply to them, or the disgruntled supporter whose emotions boil over after defeat.
Clubs should remember that some of the individuals who pose the greatest risk may also be some of their most valuable members, sponsors or volunteers. The willingness to challenge inappropriate behaviour consistently, regardless of status or influence, may be one of the clearest indicators that a club is taking its obligations seriously.
From October 2026, sports clubs will need to demonstrate that they are taking proactive steps to protect staff from those risks.
Contact our Employment Solicitors
Protecting employees starts with clear expectations for everyone who interacts with your club and the confidence to act when those expectations are not met.
Aaron & Partners’ Employment Law team can help you review your policies, strengthen codes of conduct and provide practical training tailored to your club. We can also advise on handling complaints, including sensitive situations involving longstanding members, sponsors or volunteers.
Contact our Employment Solicitors to discuss how we can help your club reduce the risk of harassment and respond effectively when concerns arise.
Key Contact
Claire Brook
Employment Law Partner
Claire advises a wide range of employers on all aspects of employment law, from recruitment and employment, through to complex dismissals and representation at employment tribunals.
