What the New UK Law Means for Theatre – and Why it’s Time to Act
In October 2024, the law changed, quietly and profoundly. The UK’s Worker Protection Act 2023 introduced a new legal duty for employers to take reasonable steps to prevent sexual harassment in the workplace. This amendment to the Equality Act 2010 applies to every industry, including theatre, and marks a significant shift in how we define and manage workplace safety.
For the theatre world, where blurred boundaries, temporary contracts and close physical collaboration are part of the job, this isn’t just a compliance update. It’s a long-overdue invitation to rethink the kind of culture we want to create.
At BLACKLARKE, we see this not as a legal hurdle to jump, but as an opportunity to make something better. Something safer. Something that finally reflects the dignity and decency creative workers deserve. We’re here to help your company understand, prevent and overcome theatre workplace harassment.
Why Sexual Harassment Training Matters in Theatre
The Reality for Actors, Crew, and Production Teams
If you’ve worked in theatre for more than five minutes, you’ll know it’s not always the safest environment. The industry runs on fast-paced rehearsal schedules, small teams, high emotion, and a strange tolerance for behaviours that wouldn’t fly anywhere else. Boundaries blur. Power dynamics shift. And too often, those who experience harm feel they can’t say anything – not without risking their next job.
Why the Numbers Shouldn’t Surprise Us
The numbers back this up. A 2024 Bectu survey found that 92% of theatre professionals had witnessed or experienced bullying or harassment related to sex or gender. One in five reported serious sexual assault. And most said they never reported it, fearing the professional fallout of being labelled ‘difficult.’
That’s the real issue: not that harassment happens – but that so many of us are conditioned to let it slide.
Understanding the Worker Protection Act 2023
Previously, employers were expected to act if and when an incident was reported. Now, they’re expected to anticipate it. Prevent it. And demonstrate the actions they’ve taken to do so. If they don’t? They’re not just morally failing their teams – they’re legally liable.
What the Law Says About Preventing Harassment
Under the new law, failing to take reasonable steps could lead to unlimited compensation claims. If the employer is shown to have ignored known risks, tribunals can add up to 25% to any award made. The financial penalties are serious – but the reputational risks in a close-knit industry like theatre could be just as damaging.
This isn’t about scaremongering. It’s about moving from a reactive, paper-based approach to something more human, more useful, and more enduring.
If “reasonable steps” sounds vague, that’s because it is. The law intentionally leaves room for employers to interpret what’s reasonable within their own context. But in our experience, there are some non-negotiables when it comes to theatre.
What Counts as “Reasonable Steps” in Legal Terms
You need clear, accessible policies that are written in plain English. Everyone – from the cast to the crew to the freelancers on a day rate – needs to know what the rules are, and how to report a problem if it happens.
You need training that makes people care. Something that sparks honest conversations and builds confidence, not another lifeless e-learning module that gets clicked through in silence.
You need reporting channels that protect people, not isolate them. That means anonymity where it’s needed, and leadership who don’t shy away from following up.
And, crucially, you need a culture that doesn’t just say “we take this seriously” but actually shows it – through tone, through action, and through the way people treat each other when the audience isn’t watching.
Grey Areas, Banter and the Risk of Silence
Marcus’ Story – When Jokes Cross the Line
Marcus is a voice coach. Talented, hardworking, and the only man on his team. What started as jokes – “typical man,” “leaving us women to do the work” – quickly turned into something more corrosive. When Marcus took time off for a family emergency, the remarks escalated. He came back to find himself the punchline.
Eventually, he spoke to his manager. She nodded, promised to speak to the team, and ticked the HR box. But the next day, one of his colleagues muttered: “Well done, Marcus. Now we all have to walk on eggshells.”
No shouting. No confrontation. Just an icy shift in atmosphere – and a clear message: you’re not one of us anymore.
The Cost of Saying Nothing
This is exactly what we’re talking about when we say the grey areas matter. Not every incident is a headline. Most of the time, incidents like this combined with those experiencing or witnessing such moments can lead to the slow erosion of someone’s confidence, dignity, or place in the room.
The NotAgain Project: Harassment Prevention Training That Works
Training for Actors, Stage Managers, and Crew
We built the #NotAgain Project for this exact reason. Because theatre doesn’t need another compliance module. It needs real-world tools, delivered by people who understand how rehearsal rooms actually work.
Why Role Play and Real Talk Beat Slide Decks
Our training sessions are interactive, human, and designed to stick. We work in-person or virtually, creating a space for honest discussion and uncomfortable questions. We help your team understand the law, yes – but also how to intervene early, how to navigate awkward situations, and how to support each other without making things worse.
Support for Producers and Team Leads
Leaders get support too. Because cultural change doesn’t come from the cast. It comes from the top. We help leaders role-model respect, respond appropriately, and create a climate where speaking up isn’t a career risk.
Ready to Talk? Let’s Start with a Conversation
We don’t believe in hard sells or five-step funnels. If you’re running a theatre company, producing shows, or leading a team – just get in touch. We’ll start with a real conversation about where you are now and where you’d like to be.
How to Book with Blacklarke
If you’re ready to explore how the #NotAgain Project could support your team, the first step is a conversation. No hard sell – just a chance to talk openly about your company, your culture, and where the risks might be hiding. You can reach Benjamin Black directly by email at in**@********ke.com or call +44 (0) 7989 784 815 to set up a time that works for you. You can also book a consultation by clicking here.
