Professional sports organisations, including teams, governing bodies, and event operators, could now face legal action if players experience abuse. Changes to the law, effective from 1 October 2026, introduce new third-party harassment provisions, creating a significant employment law dimension.
Under the Employment Rights Act 2025, employers may be held liable for harassment committed by third parties, such as supporters, spectators, and online audiences. This liability applies unless organisations can demonstrate they have taken "all reasonable steps" to prevent such incidents.
Historically, sports organisations have largely viewed abusive behaviour towards players, coaches, and officials as a welfare, reputational, or regulatory concern. However, the new reforms mean that organisations could face scrutiny not only when a player is abused, but also if other employees, such as stewards or hospitality workers, experience discriminatory or harassing conduct from visitors or supporters.
Organisations are advised to consider this issue at board level, aiming to foster a top-down culture that promotes anti-discrimination and champions diversity and inclusion. This may involve undertaking risk assessments to identify where harassment could arise, reviewing ticketing terms, strengthening reporting procedures, and training staff to respond appropriately to incidents.