This is the second article in our series analysing the potential impact of the new Employment Rights Act (ERA) 2025 on games businesses operating within the UK. Those are exactly the questions many games businesses will soon need to answer. Employment tribunals are likely to ask a much tougher question: has this employer done everything they could reasonably have done to prevent sexual harassment from occurring? Games businesses should expect much greater scrutiny of the effectiveness of their anti-harassment measures, rather than just their existence. Since April 6, 2026, disclosures relating to sexual harassment can qualify as protected disclosures under the UK's whistleblowing legislation.