One year on: Preventing and Managing Sexual Harassment at Work

Sexual harassment is a difficult issue for any workplace, but ignoring it is never an option.

Since October last year, it has become a proactive duty for employers to prevent sexual harassment, rather than the previous duty, which was to react to such harassment when it happened. So how do we reckon employers are doing one year on?

Well, probably not as well as they could is the short answer. Remember the legislation was introduced by the previous Government, with the aim of making this a way of changing the culture at work, rather than just policies.

In a recent survey, 41% of employers have not yet carried out a sexual harassment risk assessment; 22% were unsure if they had a valid risk assessment; and 54% were concerned that they had not done enough to comply with the Worker Protection Act that has now been in place for over a year.

Beyond the legal risks, harassment damages trust, morale, and reputation. The good news is that with the right steps, employers can create a safer and more respectful environment, with the right support from Senior Management down, they can embed this in their culture.

Here’s what works in practice.

1. Have a Clear, Practical Policy

Every workplace needs anti-harassment policies (although it is unlikely that it will be called as such) that people can actually use. Keep it short, plain, and accessible. Make sure everyone knows:

• What behaviour is unacceptable.

• How to report concerns.

• What will happen once a complaint is raised.

Policies in a drawer are useless - talk about them often, remind people where to find them, and show that leaders take such matters seriously.

2. Do Regular Risk Assessments

Think about your workplace culture and daily practices. Where could problems arise? For example:

• Work events where alcohol is involved.

• Isolated work settings or late-night shifts.

• Interactions with clients, customers, or suppliers.

Don’t just look at your office. Harassment can happen at conferences, work socials, or even online. Review incidents and complaints regularly and update your approach when risks change.

3. Train Managers and Staff Properly

Training should never be a “tick-box” exercise. Make it relevant, specific, and ongoing.

• Managers need to know how to spot issues early, handle complaints fairly, and set the right tone.

• Your workforce should understand what harassment looks like, what to do if it happens, and what protection they have if they speak up.

Add this to inductions so that everyone - employees, contractors and other workers - get the message from day one.

4. Create Safe Reporting Routes

Employees won’t report harassment if they don’t trust the process. Make sure reporting routes are:

• Clear and easy to use.

• Confidential.

• Backed by a promise that complaints will be taken seriously.

Victimisation (treating someone badly because they complained) is unlawful and should be addressed head-on.

 5. Take Third-Party Harassment Seriously

Harassment doesn’t just come from colleagues - it can come from clients, customers, suppliers, or the public. Your risk assessments should cover these scenarios, and Managers should know how to act if it happens.

6. Learn from Common Pitfalls

From our work with employers, here are some common challenges:

• Risk assessments are often too vague, or don’t go beyond the immediate workplace.

• Many people don’t realise their current policies already give them a head start.

• Employees sometimes confuse “intention” with “perception” - harassment is about how the behaviour is received, not what was meant.

• The concept of “victimisation” is new to many, even though it’s been in law for years.

• Alcohol is a repeat offender - if it’s present, the risk is higher.

• Some organisations only realise they do have a problem once staff are given the chance to talk openly.

7. Keep It Under Review

Review complaints, feedback, and culture regularly. What worked last year may not be enough this year. A living process shows staff you’re committed to making the workplace safe.

Key Takeaway

Policies and training matter - but culture is what makes the difference. Visible leadership, regular reminders, and honest conversations all help ensure that respect and dignity are the norm at work.

BackupHR are running a public training course on this subject on 12^th November 2025 at Park Farm Country Hotel, Hethersett, Norwich and we still have places available so book yours. To find out more, click here. Please be aware that we cannot accept any new bookings after Friday, 24th October.

The guidance provided in this article is just that - guidance. Before taking any action, make sure that you know what you are doing, or call an expert for specific advice