5 Steps UK Employers Must Take to Address Sexual Harassment at Work

Sexual harassment in the workplace is a serious issue that can have legal, emotional, and reputational consequences for both employees and employers. With the introduction of the duty to prevent sexual harassment on 26 October 2024, UK employers are now required to take proactive measures to address and prevent such misconduct. Here are five key steps employers should take to ensure a safe and respectful workplace:

1. Establish a Clear Anti-Harassment Policy

Employers should have a clear and comprehensive anti-harassment policy in place. This policy should define what constitutes sexual harassment, outline reporting procedures, and detail the actions that will be taken if a complaint is made. Ensure that all employees, from junior staff to senior management, are aware of the policy and understand their responsibilities.

2. Provide Regular Training

Training is essential to create awareness and educate employees about workplace sexual harassment. Employers should organise regular training sessions to:

• Help employees recognise inappropriate behaviour.
• Educate staff about reporting mechanisms.
• Emphasise the consequences of harassment and the importance of respectful behaviour.

Providing training demonstrates a commitment to preventing harassment and can minimise the risk of being held liable for employees’ actions.

3. Encourage Open Communication

Employers should foster a culture of openness where employees feel comfortable reporting issues without fear of retaliation. Establish multiple reporting channels and ensure that complaints are handled with confidentiality and sensitivity. An open-door approach can encourage employees to come forward sooner, allowing issues to be addressed before they escalate.

4. Take Immediate and Appropriate Action on Complaints

If a complaint of sexual harassment arises, it is critical to take action without delay. Employers should:

• Conduct a thorough and impartial investigation.
• Take appropriate disciplinary measures if necessary.
• Communicate with all parties involved to ensure transparency and fairness.

Addressing complaints promptly not only resolves the issue but also demonstrates the organisation’s commitment to maintaining a safe workplace.

5. Regularly Review and Update Policies and Practices

Laws and workplace dynamics evolve, so employers must regularly review their policies and practices to ensure they remain effective and compliant. Regular reviews allow employers to identify gaps, update procedures, and align with the latest legal requirements, such as the new duty to prevent sexual harassment.

The duty to prevent sexual harassment places a clear obligation on employers to anticipate and take reasonable steps to stop harassment before it happens. Employers who fail to do so can face serious consequences, including being held responsible for their employees’ actions.

Providing regular training to employees is a crucial preventative measure. Such training can:

• Reduce the chances of harassment occurring.
• Encourage cultural change where needed.
• Strengthen an employer’s position in defending an employment tribunal claim.

Now is the perfect time to review your company’s training programme. Ensure your organisation is taking all necessary steps to create a safe and respectful workplace for everyone.

Creating a workplace free from sexual harassment is not just a legal obligation but also a moral responsibility. By implementing these five steps and providing regular training, employers can create a respectful and compliant work environment. Taking proactive measures now can help protect your employees and your business in the long term.