{"id":1489,"date":"2022-01-10T04:26:27","date_gmt":"2022-01-10T04:26:27","guid":{"rendered":"https:\/\/uk.legalvision.com.au\/?p=1489"},"modified":"2026-05-01T03:50:43","modified_gmt":"2026-05-01T02:50:43","slug":"sexual-harassment-allegation","status":"publish","type":"post","link":"https:\/\/legalvision.co.uk\/employment\/sexual-harassment-allegation\/","title":{"rendered":"How Should I Respond To A Sexual Harassment Allegation in My Business in England or Wales?"},"content":{"rendered":"\n<p>After investigating a sexual harassment allegation, an employer must decide whether the complaint is upheld and take appropriate action based on the evidence. This may include resolving the issue informally or initiating disciplinary action through a fair procedure. This article explains how to respond to a sexual harassment allegation, the procedures you should follow, and what final actions you may take depending on the outcome.<\/p>\n\n\n\n<div  class=\"box box--icon box--info\">\n    <p dir=\"auto\"><strong>Key Statistics<\/strong><\/p>\n<ol dir=\"auto\">\n<li><strong>64%<\/strong>: Disciplinary or other action taken in 64% of reported sexual harassment incidents.<\/li>\n<li><strong>72%<\/strong>: 72% of employers believe sexual harassment claims are dealt with promptly and effectively.<\/li>\n<li><strong>90%<\/strong>: 9 in 10 potential claims resolved without an employment tribunal hearing.<\/li>\n<\/ol>\n<p dir=\"auto\"><strong>Sources<\/strong><\/p>\n<ol dir=\"auto\">\n<li><a href=\"https:\/\/www.fca.org.uk\/data\/culture-non-financial-misconduct-survey-findings\" target=\"_blank\" rel=\"noopener noreferrer nofollow\">FCA Culture and non-financial misconduct survey<\/a><\/li>\n<li><a href=\"https:\/\/www.cipd.org\/globalassets\/media\/knowledge\/knowledge-hub\/reports\/2024-pdfs\/2024-bullying-and-harassment-report-8660.pdf\" target=\"_blank\" rel=\"noopener noreferrer nofollow\">CIPD 2024 Bullying and Harassment Report<\/a><\/li>\n<li><a href=\"https:\/\/assets.publishing.service.gov.uk\/media\/687807c60263c35f52e4dcc7\/acas_annual_report_2024_to_2025_accessible.pdf\" target=\"_blank\" rel=\"noopener noreferrer nofollow\">Acas Annual Report and Accounts 2024 to 2025<\/a><\/li>\n<\/ol>\n<\/div>\n\n\n\n<p><span style=\"font-weight: 400\">The<\/span> <a href=\"https:\/\/www.cipd.co.uk\/knowledge\/fundamentals\/emp-law\/harassment\/sexual-harassment-work-guide#gref\"><span style=\"font-weight: 400\">Chartered Institute for Personnel and Development<\/span><\/a><span style=\"font-weight: 400\"> researched sexual harassment in 2020. <\/span>They\u00a0f<span style=\"font-weight: 400\">ound that 4% of employees had been victims of sexual harassment at work over the past three years. Since making an allegation of workplace sexual harassment is likely to be difficult for an employee, you should be aware of how to respond to an allegation of a sexual nature with care. You must know how to deal with this in the first instance and follow a fair and complete procedure. Furthermore, you should take the allegation seriously and deal with it sensitively.<\/span><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span style=\"font-weight: 400\">What is Sexual Harassment?<\/span><\/h2>\n\n\n\n<p>Sexual harassment is when someone behaves in a sexual manner towards another person<span style=\"font-weight: 400\"> without their consent. It could be, for example, sexual comments or sexual advances. This unwanted conduct of a sexual nature, whether intended by a person or not, must have:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400\">violated the person&#8217;s dignity; or<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">made the person&#8217;s environment offensive, hostile, intimidating, degrading or humiliating.<\/span><\/li>\n<\/ul>\n\n\n\n<p><span style=\"font-weight: 400\">Often, the\u00a0employee who makes an\u00a0allegation of sexual harassment in the workplace is also the victim. However, it could also be by someone who has seen the unwanted behaviour of a sexual nature take place.<\/span><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span style=\"font-weight: 400\">What Initial Actions Should I Take?<\/span><\/h2>\n\n\n\n<p><span style=\"font-weight: 400\">If you <\/span>encounter\u00a0a<span style=\"font-weight: 400\"> sexual harassment allegation from one of your employees, you should <\/span>ensure\u00a0you<span style=\"font-weight: 400\">:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400\">take the sexual harassment complaint seriously;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\"><a href=\"https:\/\/legalvision.co.uk\/employment\/conduct-disciplinary-investigation\/\">look into the complaint<\/a> as soon as possible;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">act fairly and sensitively; and<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">think about how you will deal with the complaint <\/span>whilst <span style=\"font-weight: 400\">ensur<\/span>ing<span style=\"font-weight: 400\"> everyone involved is made aware of this.<\/span><\/li>\n<\/ul>\n\n\n\n<div class=\"box box--icon box--info\">\n<p><span style=\"font-weight: 400\">If you have your own procedures or policy in place for dealing with sexual harassment allegations, such as a sexual harassment policy or a policy for harassment more generally, you should follow this.<\/span><\/p>\n<\/div>\n\n\n\n<p><span style=\"font-weight: 400\">However, due to the nature of an allegation of sexual harassment, an employer may only have the version of events from the victim and the accused. Nonetheless, you can continue with the complaint of sexual harassment where you believe the victim or any other person who has made the complaint.&nbsp;<\/span><\/p>\n\n\n\n\n<a href=\"#content-next\"\n   class=\"block p-4 mt-10 text-xl font-bold text-center text-white no-underline bg-gray-800 rounded-t-xl\">\n    Continue reading this article below the form\n    <i class=\"text-xl fa-regular fa-arrow-down\"><\/i>\n<\/a>\n<div class=\"px-6 pt-10 pb-12 mb-10 text-center bg-gray-100 rounded-b-xl sm:px-12 test\">\n    <div class=\"mb-8 text-2xl font-bold text-orange\">\n        Need legal advice?\n        <br>\n        <span class=\"text-lg not-prose\">\n                            Call <a href=\"tel:+448081968584\" class=\"not-prose\">0808 196 8584<\/a> for urgent assistance.\n                <br>\n                Otherwise, complete this form, and we will contact you within one business day.\n                    <\/span>\n    <\/div>\n\n    \n\n<div class=\"not-prose flex justify-center 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When this takes place, you should be mindful that you will be discussing a <a href=\"https:\/\/legalvision.co.uk\/employment\/companion-disciplinary-meeting\/\">highly sensitive issue with your employee<\/a>. You must think about what is appropriate and acceptable to say. You should also keep an open mind when listening to them.&nbsp;<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400\">Here are some points to be aware of. Do not:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400\">try to put the employee off making a complaint in terms of the length of time it may take;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">tell them that a non-disclosure agreement prevents them from raising the complaint (a <a href=\"https:\/\/legalvision.co.uk\/commercial-contracts\/non-disclosure-agreements\/\">non-disclosure agreement<\/a> is a legally binding contract where the parties agree a confidential relationship preventing sensitive information from being given to others);<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">suggest the allegation is not as serious a sexual harassment allegation as they may feel it is;<\/span> and<\/li>\n\n\n\n<li><span style=\"font-weight: 400\">let your personal views get in the way of listening to the allegation, which could include your views on the person concerned and your views on what you think is appropriate behaviour.\u00a0<\/span><\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><span style=\"font-weight: 400\">Resolving the Allegation<\/span><\/h2>\n\n\n\n<p><span style=\"font-weight: 400\">Suppose you do not have your own policy or procedure that covers dealing with a sexual harassment allegation. In that case, your employee is likely to choose to raise it either informally or formally. However, you must deal with the allegation through a full and fair procedure, as outlined in the <\/span><a href=\"https:\/\/www.acas.org.uk\/acas-code-of-practice-on-disciplinary-and-grievance-procedures\"><span style=\"font-weight: 400\">Acas Code of Practice on disciplinary and grievance procedures<\/span><\/a><span style=\"font-weight: 400\">.<\/span><\/p>\n\n\n\n<div class=\"box box--icon box--info\">\n<p><span style=\"font-weight: 400\">If your employee raises the allegation of sexual harassment informally, they will likely approach you to discuss the issue. However, an employee may alternatively raise an allegation of sexual harassment formally. This may be because they have already raised it informally, and the situation was not dealt with satisfactorily.&nbsp;<\/span><\/p>\n<\/div>\n\n\n\n<p><span style=\"font-weight: 400\">On the other hand, it may be because the allegation is too serious<\/span> for them <em>not<\/em> to raise it formally. <span style=\"font-weight: 400\">If an employee raises a sexual harassment allegation formally, it would likely be as a formal grievance.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400\">When an employee is too upset to m<\/span>ake a formal complaint<span style=\"font-weight: 400\">, you may carry out a formal disciplinary procedure against the person<\/span> at the centre of the complaint<span style=\"font-weight: 400\">.<\/span><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span style=\"font-weight: 400\">What Final Action May You Take?<\/span><\/h2>\n\n\n\n<p><span style=\"font-weight: 400\">If y<\/span>ou have dealt with the\u00a0alleg<span style=\"font-weight: 400\">ation of sexual harassment informally, the action taken may be the victim speaking with the accused, explaining that their behaviour was unacceptable.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400\">The action you take as part of formally responding to an allegation of sexual harassment will depend on whether you consider the complaint as valid or not. You can only decide this after carrying out a full and fair procedure and considering any evidence. If you think the complaint is valid, y<\/span>ou are &#8216;upholding&#8217; the complaint<span style=\"font-weight: 400\">.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400\">Whe<\/span>n you &#8216;uphold&#8217; a\u00a0co<span style=\"font-weight: 400\">mplaint, you are likely to:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400\">find a way to resolve the complaint in terms of actions; or\u00a0<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">carry out disciplinary action through a disciplinary procedure.<\/span><\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><span style=\"font-weight: 400\">What Happens if You Do Not Resolve the Allegation<\/span><\/h2>\n\n\n\n<p><span style=\"font-weight: 400\">If you cannot satisfactorily resolve the allegation of sexual harassment, the victim may choose to take the complaint to an employment tribunal for legal action. If this happens,<\/span> the tribunal will carefully consider\u00a0the<span style=\"font-weight: 400\"> way you have dealt with the sexual harassment allegation.<\/span><\/p>\n\n\n\n<div class=\"box box--icon box--info\">\n<p><span style=\"font-weight: 400\">An employment tribunal will decide whether you have done all you reasonably could have to stop the sexual harassment from taking place. <\/span><\/p>\n<\/div>\n\n\n\n<p>If the tribunal\u00a0decides you did not, then the tribunal\u00a0may hold you<span style=\"font-weight: 400\">\u00a0responsible as a third party for workplace sexual harassment.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400\">There are some rules about an employee choosing to take a sexual harassment allegation to an employment tribunal. Employees must:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400\">let Acas know that they wish to apply to an employment tribunal for sexual harassment claims; and<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">do this no later than three months after the incident<\/span>.<\/li>\n<\/ul>\n\n\n\n<p><span style=\"font-weight: 400\">If <\/span>the employee does not tell\u00a0<span style=\"font-weight: 400\">Acas within three months of the incident, the employment tribunal can still take place if:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>they can provide a<span style=\"font-weight: 400\"> satisfactory reason; or<\/span><\/li>\n\n\n\n<li>the tribunal considers it fair<span style=\"font-weight: 400\"> to go ahead.<\/span><\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><span style=\"font-weight: 400\">Key Takeaways<\/span><\/h2>\n\n\n\n<p><span style=\"font-weight: 400\">You must take allegations of sexual harassment seriously and deal with them fairly and sensitively. You may decide to deal with an allegation informally or formally, where you potentially may need to follow a grievance procedure or even a disciplinary one. If the allegation reaches an employment tribunal, t<\/span>hey will examine <span style=\"font-weight: 400\">your approach towards the issue. T<\/span>hey may hold you<span style=\"font-weight: 400\"> responsible for any sexual harassment as a third party if t<\/span>hey perceive<span style=\"font-weight: 400\"> <\/span>you<span style=\"font-weight: 400\"> have not done all you reasonably could to have stopped it from happening.\u00a0<\/span><\/p>\n\n\n\n<p>LegalVision provides ongoing legal support for businesses through our fixed-fee legal membership. Our experienced <strong><span style=\"font-weight: 400\"><a href=\"https:\/\/legalvision.co.uk\/employment-lawyers-lp\/\">employment lawyers<\/a><\/span><\/strong> help businesses manage contracts, employment law, disputes, intellectual property, and more, with unlimited access to specialist lawyers for a fixed monthly fee. To learn more about LegalVision\u2019s legal membership, call <a href=\"tel:+448081968584\" class=\"AVANSERnumber dynamic-number\">0808 196 8584<\/a> or <a href=\"https:\/\/legalvision.co.uk\/membership\/\" target=\"_blank\" rel=\"noreferrer noopener\">visit our membership page<\/a>.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span style=\"font-weight: 400\">Frequently Asked Questions<\/span><\/h2>\n\n\n\n<div class=\"schema-faq wp-block-yoast-faq-block\"><div class=\"schema-faq-section\" id=\"faq-question-1641787343143\"><strong class=\"schema-faq-question\">Does an employer have to respond formally to an allegation of sexual harassment?<\/strong> <p class=\"schema-faq-answer\">An allegation of sexual harassment can be responded to informally, such as by the victim telling the accused that their behaviour is unacceptable. It can also be responded to formally, such as through a grievance procedure and then a disciplinary procedure. How it is dealt with will depend upon the nature of the allegation and any relevant procedures your business may already have.<\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1641787360380\"><strong class=\"schema-faq-question\">What is the timeframe for an employee deciding to take a sexual harassment allegation to an employment tribunal?\u00a0<\/strong> <p class=\"schema-faq-answer\">Generally speaking, an employee must inform Acas that they wish to take a sexual harassment allegation to an employment tribunal within three months of it taking place. However, there are exceptions to this where the employee can give a good reason, and it is still considered fair on you as the employer to do so after the three-month period.<\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1777603711303\"><strong class=\"schema-faq-question\"><strong>What happens if the allegation is not resolved internally?<\/strong><\/strong> <p class=\"schema-faq-answer\">The employee may escalate the matter to an employment tribunal. The tribunal will assess whether the employer took all reasonable steps to address and prevent the harassment.<\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1777603722512\"><strong class=\"schema-faq-question\"><strong>Does upholding a complaint always mean dismissal?<\/strong><\/strong> <p class=\"schema-faq-answer\">Not necessarily. Employers can choose proportionate outcomes, such as warnings or other disciplinary measures, depending on the severity and evidence of the conduct.<\/p> <\/div> <\/div>\n","protected":false},"excerpt":{"rendered":"<p>After investigating a sexual harassment allegation, an employer must decide whether the complaint is upheld and take appropriate action based on the evidence. This may include resolving the issue informally or initiating disciplinary action through a fair procedure. This article explains how to respond to a sexual harassment allegation, the procedures you should follow, and<a href=\"https:\/\/legalvision.co.uk\/employment\/sexual-harassment-allegation\/\">Continue reading <span class=\"sr-only\">&#8220;How Should I Respond To A Sexual Harassment Allegation in My Business in England or Wales?&#8221;<\/span><\/a><\/p>\n","protected":false},"author":13510,"featured_media":582,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_relevanssi_hide_post":"","_relevanssi_hide_content":"","_relevanssi_pin_for_all":"","_relevanssi_pin_keywords":"","_relevanssi_unpin_keywords":"","_relevanssi_related_keywords":"","_relevanssi_related_include_ids":"","_relevanssi_related_exclude_ids":"","_relevanssi_related_no_append":"","_relevanssi_related_not_related":"","_relevanssi_related_posts":"1783,2937,1954,2864,1030,2168","_relevanssi_noindex_reason":"","editor_notices":[],"footnotes":""},"categories":[35],"tags":[20,21,117,307],"class_list":["post-1489","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employment","tag-small-business","tag-medium-business","tag-startup","tag-sexual-harassment"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO 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