Employers will soon face a stronger legal duty to prevent sexual harassment at work, making this an important time for music organisations to review how they protect their people.
From 30 October 2026, employers will be required to take all reasonable steps to prevent sexual harassment, strengthening the current requirement to take reasonable steps.
For an industry built around collaboration, live events, touring, late-night working and a large freelance workforce, this is an issue that deserves particular attention.
Why does this matter in music?
Sexual harassment remains a recognised problem across the sector.
Musicians’ Union research found that 48% of musicians surveyed had experienced sexual harassment at work, while 85% of those affected did not report it. It also found that 61% believed freelance working placed them at greater risk.
More recent industry work continues to highlight concerns around harassment, discrimination and the lack of formal protections in parts of the freelance music community.
The issue can affect far more than performers. Venue staff, studio teams, production crews, promoters, label employees and people working backstage can all encounter environments where power imbalances, alcohol, informal working arrangements or third-party contact increase risk.
What are employers expected to do?
Employers should be proactive rather than waiting for a complaint.
Acas recommends assessing the particular risks within an organisation and putting appropriate measures in place. What is reasonable will vary, but it can include clear policies, effective reporting routes, manager training and action to reduce known risks.
The Musicians’ Union and Independent Society of Musicians have also developed a Music Sector Code of Practice focused on preventing bullying, harassment and discrimination and creating a more positive working culture.
Where does training fit in?
Training cannot create a safe workplace on its own. Policies, leadership and effective reporting processes all matter but it can help people recognise inappropriate behaviour, understand responsibilities and feel more confident about what to do when concerns arise.
For music organisations with teams spread across venues, tours and projects, flexible e-earning can also help provide a consistent baseline of knowledge.
At Me Learning, our focus is on practical training that helps organisations turn compliance responsibilities into everyday behaviour.
For the music industry, that means helping create workplaces where people can focus on doing their best work safely and respectfully.
View our preventing sexual harassment solution.
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If this is something that could support your team, then don’t hesitate to contact our Music Lead, Keyan O’Donnell, at keyanodonnell@melearning.co.uk.
