What every employer should know
Prevention of sexual harassment in the workplace isn’t just a legal box to tick – it’s something that affects how people feel at work, every day.
It affects employee wellbeing, team dynamics, and organisational reputation. Despite growing awareness, many employers – as well as managers and employees – still struggle to define what sexual harassment is, how it manifests, and what proactive steps they should take to prevent it.
This post outlines the essentials every employer must know to foster a safer, more respectful workplace – drawing on expert insights from our recent webinar.
What Is sexual harassment?
Under the UK Equality Act 2010, sexual harassment is defined as:
“When a person is subjected to unwanted conduct of a sexual nature that has the purpose or effect of violating someone’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment.”
It also includes situations where someone is treated less favourably because they have submitted to, or rejected, such conduct.
As Eve Maxwell, Head of Training at Safecall, explains:
“It’s not about whether someone intended to cause offence – it’s about the impact their actions have on the individual.”
Employers must ensure this definition is clearly understood across their organisation – not just in policy documents, but through training and everyday culture.
What does sexual harassment look like?
Sexual harassment can take many forms:
- Verbal: inappropriate comments, jokes, or sexual innuendos.
- Non-verbal: staring, gestures, or displaying offensive materials.
- Physical: unwanted touching or advances.
- Digital: inappropriate messages, emails, or social media interactions.
It can happen in person or online. Importantly, even witnessing inappropriate behaviour can create a hostile environment.
Why preventing sexual harassment in the workplace should matter to all employers
More than 40% of women report experiencing sexual harassment at some point in their working lives. But it’s not just a women’s issue – men and non-binary individuals experience sexual harassment, and marginalised groups such as LGBTQ+ employees, ethnic minorities, and people with disabilities are disproportionately affected.
The consequences for organisations include:
- Reduced employee engagement and performance
- Increased absenteeism and turnover
- Damaged team morale and trust
- Legal and reputational risks
Christine Young, employment law partner at Herbert Smith Freehills Kramer, noted:
“Employers in the UK now have a legal duty to take reasonable steps to prevent sexual harassment – and that threshold is likely to rise to ‘all reasonable steps’ in the not-too-distant future.”
What employers must do
1. Conduct risk assessments
Understand where harassment risks exist in your organisation. Eve Maxwell emphasised:
“It’s about looking at your employees’ experience from their perspective and putting measures in place before a report is made.”
2. Implement clear, accessible policies
Policies must be more than document – they should be actively communicated and understood. Christine Young advised:
“Have up-to-date policies that prohibit harassment and explain how to report it and how it will be dealt with.”
3. Provide training
Training is essential – not just for awareness, but for equipping managers to respond appropriately. Eve stressed:
“Line managers are the glue that holds everything together. They set the tone for what’s acceptable. They are really well-placed to spot inappropriate behaviours in their teams, and they are often the first point of call for employees when they do want to raise a concern.”
4. Offer multiple reporting channels
Not everyone feels comfortable reporting sensitive issues internally. That’s why it’s important to provide external options too, including anonymous or semi-anonymous hotlines. These channels can help individuals speak up when they might otherwise stay silent.
Safecall’s call handlers, all former police officers, are trained to handle distressing situations with care – making them well placed to support individuals who may be unsure or anxious about coming forward.
As Tim Smith from Safecall noted:
“Being able to offer anonymity is everything for us. We help build confidence so individuals may later choose to be named, which then helps with investigations.”
5. Investigate promptly and independently
When a report is made, it’s essential to act quickly and fairly. Delays or poorly handled investigations can undermine trust and expose the organisation to legal risk.
As Christine Young highlighted:
“Failure to investigate properly can lead to Employment Tribunal claims and an uplift of up to 25% in awards.”
Investigations should be handled by someone with the right training and awareness of cultural and contextual sensitivities. Tim Smith added:
“Appointing the right investigator – someone trained and culturally aware – is key to getting it right.”
A well-conducted investigation not only supports fair outcomes but also signals to employees that the organisation takes these matters seriously.
Understanding sexual harassment in the workplace
Understanding sexual harassment is the first step. But for employers, the real responsibility lies in prevention, response, and culture. By taking proactive steps, organisations can protect their people, meet legal obligations, and build a workplace where everyone feels safe and respected.
In our next post, we’ll explore the real-world impact of sexual harassment – and why addressing it is not just the right thing to do, but a business imperative.
Practical Advice and Training
CPD certified Tackling Sexual Harassment training is available, by Teams. Please see our training page for more details.