Watch Safecall’s on-demand webinar exploring how organisations can investigate sexual harassment allegations fairly, sensitively and with confidence ahead of the Employment Rights Act 2025 changes.
When a sexual harassment allegation is raised, what happens next matters.
The first response, the questions asked, the records kept, and the person appointed to investigate can all affect whether the process is fair, trusted and defensible.
In this Safecall webinar, we take a practical look at how organisations can approach sexual harassment investigations with care, confidence and integrity.
With insight from Safecall MD Joanna Lewis, experienced investigator Shaun McKillop and employment law expert Kate Dodd from Pinsent Masons, the session explores what good investigation practice looks like, where organisations commonly fall short, and what needs to be in place before the Employment Rights Act 2025 changes come into force.
Why this matters
Sexual harassment investigations are not the same as standard workplace investigations.
They can be highly sensitive, emotionally charged and legally complex. They may involve anonymous reports, trauma, conflicting accounts, criminal considerations or employees based in different countries.
That means organisations need the right people, the right process and the right level of care from the very beginning.
What you’ll learn:
In this session, we look at:
- Why the first response can shape the whole investigation
- What line managers need to know when a concern is raised
- How to approach anonymous complaints
- Why careful questioning and record keeping matter
- How to avoid contaminating evidence
- When allegations may need external or police involvement
- Why investigator training is so important
- What to consider when cases involve more than one country
Are your teams ready?
During the webinar, attendees were asked how confident they were that their organisation had the skills, knowledge and expertise to respond appropriately to sexual harassment allegations.
The responses showed that many organisations feel generally capable, but still see clear areas for improvement.
Common gaps include:
- Line manager confidence
- Specialist investigation knowledge
- Handling anonymous reports
- Knowing when to escalate
- Evidence gathering and documentation
- Managing sensitive conversations
These gaps matter because the quality of the investigation can affect trust, outcomes and the organisation’s ability to show it has responded appropriately.
The role of line managers
In many cases, a line manager may be the first person someone speaks to.
They do not need to investigate the allegation themselves. But they do need to know how to listen, respond, record the concern and escalate it properly.
A calm, clear and informed first response can help build trust in the process.
A poor first response can make everything that follows more difficult.
Investigating Sexual Harassment Training
If your organisation is reviewing how it handles sexual harassment allegations, training can help internal teams feel clearer and more confident.
Safecall’s Investigating Sexual Harassment training is designed for HR teams, employee relations professionals, internal investigators, line managers and anyone involved in workplace investigations.
The course covers the practical skills needed to approach these cases with care, impartiality and rigour.
Supporting resources
What UK employers need to know about the Employment Rights Act 2025
A practical guide to what’s changing, when the changes come into force, and what good preparation could look like for employers.
Reporting trends are shifting. Expectations are rising. Are you ready for what comes next?
Explore the latest trends on harassment and bullying reporting, channel preferences, and what the data tells us about the health of speak-up culture.
Need support?
If you’re reviewing your investigation process, strengthening reporting routes, training internal teams or preparing for the Employment Rights Act 2025 changes, we’d be glad to have that conversation.
Call us on +44 (0) 191516 7720 or get in touch with us via the contact form below: