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The second key point is that the steps an employer can reasonably take in respect of third parties are clearly more limited than in respect of their employees, and this will be taken account of by an employment tribunal. Nevertheless, employers obviously have some form of obligation to make sure that their employees are protected; examples of this could include signage, or it could form part of conditions of service. This is not onerous or burdensome, as these signs already exist in spaces such as pubs, universities and sports venues. We know that good employers already make their employees and customers aware that they have a zero-tolerance approach to any form of harassment at their venue or site—and quite right too.