{"id":189324,"date":"2024-07-23T02:03:25","date_gmt":"2024-07-23T01:03:25","guid":{"rendered":"https:\/\/legalvision.co.uk\/?p=189324"},"modified":"2025-08-29T00:34:21","modified_gmt":"2025-08-28T23:34:21","slug":"new-sexual-harassment-obligations-for-employers","status":"publish","type":"post","link":"https:\/\/legalvision.co.uk\/employment\/new-sexual-harassment-obligations-for-employers\/","title":{"rendered":"What the New Sexual Harassment Obligations Mean for Employers"},"content":{"rendered":"\n<p>Sexual harassment in the workplace is a prevalent issue that, as an employer, you cannot afford to ignore. You have a duty to provide a safe and respectful work environment for all the staff at your business. Despite sexual harassment being a form of unlawful discrimination under the <em>Equality Act,<\/em> the recent passing of <em>The Worker Protection Bill (Amendment of Equality Act 2010) 2023<\/em> will strengthen and require increased obligations for employers to prevent and respond to sexual harassment complaints. This article will highlight the practical steps that you should take when considering the changes that come into force in October 2024.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What Is Sexual Harassment?&nbsp;<\/h2>\n\n\n\n<p>Sexual harassment is any unwanted physical, verbal or non-verbal conduct of a sexual nature that violates someone\u2019s dignity or creates an environment that is:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>intimidating;<\/li>\n\n\n\n<li>hostile;<\/li>\n\n\n\n<li>degrading;<\/li>\n\n\n\n<li>humiliating; or&nbsp;<\/li>\n\n\n\n<li>offensive.<\/li>\n<\/ul>\n\n\n\n<p>Some examples of things that could be considered sexual harassment include:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>making inappropriate sexual comments or jokes;&nbsp;<\/li>\n\n\n\n<li>unwanted physical contact like touching, hugging or kissing;<\/li>\n\n\n\n<li>staring or making offensive gestures of a sexual nature;&nbsp;<\/li>\n\n\n\n<li>asking inappropriate questions about someone\u2019s sex life; and<\/li>\n\n\n\n<li>displaying pornographic or sexually offensive material.&nbsp;<\/li>\n<\/ul>\n\n\n\n<div  class=\"box box--icon box--star\">\n    <p>The key point is that the behaviour is unwanted and makes the person feel violated, intimidated or offended. It does not matter if the harasser did not intend to cause offence; it is about how the behaviour made the recipient feel.<\/p>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\">What Is the Current Legal Position?\u00a0<\/h2>\n\n\n\n<p>Deriving from the <em>Equality Act 2010<\/em>, sexual harassment is against the law and is considered a form of unlawful discrimination. As an employer, <a href=\"https:\/\/legalvision.co.uk\/employment\/sexual-harassment-allegation\/\">you are responsible<\/a> for ensuring your staff members do not engage in any form of sexual harassment. This responsibility extends beyond just the physical workplace. You can be held liable if sexual harassment from one of your employees occurs in work-related settings and situations outside the office environment.\u00a0<\/p>\n\n\n\n<p>This includes instances such as:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>company social events and gatherings;<\/li>\n\n\n\n<li>business trips and off-site meetings; and&nbsp;<\/li>\n\n\n\n<li>communications on social media relating to work.<\/li>\n<\/ul>\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\" 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These updated obligations will require employers to take \u2018reasonable steps\u2019 to prevent sexual harassment in the workplace.&nbsp;<\/p>\n\n\n\n<p>This means that you will now need to demonstrate that you are proactively taking preventative steps to prevent sexual harassment from occurring in the workplace.&nbsp;<\/p>\n\n\n\n<p>Should an incident occur and if a matter progresses to an <a href=\"https:\/\/legalvision.co.uk\/employment\/avoiding-employment-tribunal\/\">employment tribunal<\/a> where it is found that you did not take proactive reasonable steps, the tribunal may impose an additional 25% uplift on any compensatory award to reflect this failure.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What Steps Can You Take to Ensure That You Are Remaining Compliant With the Law?<\/h2>\n\n\n\n<p>With the additional obligations due to come into effect in the latter half of the year, you will need to demonstrate the \u2018reasonable steps\u2019 that you have taken to prevent sexual harassment in the workplace. Some examples of \u2018reasonable steps\u2019 are outlined below.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Registers<\/h3>\n\n\n\n<p>You should ensure that your business has a reporting register that highlights incidents, the actions taken, and the next steps. This is an efficient way of monitoring a situation and also reviewing your company\u2019s approach when it occurs.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Sexual Harassment Policy<\/h3>\n\n\n\n<p>Another proactive step that you can take is to implement a sexual harassment policy and distribute this to your workforce. <span style=\"margin: 0px;padding: 0px\">Not only does this outline the company\u2019s stance, but it also provides employees with an awareness of how to report incidents and the&nbsp;<a href=\"https:\/\/legalvision.co.uk\/employment\/sexual-assault-allegations\/\" target=\"_blank\" rel=\"noopener\">processes that will be taken<\/a>&nbsp;when such incidents occur.<\/span> This could be pivotal in encouraging people to come forward and feel confident when discussing a concern with a company.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Risk Assessments and Training&nbsp;<\/h3>\n\n\n\n<p>By providing training and conducting risk assessments for events outside of work, you can demonstrate:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>the reasonable steps you are taking; and <\/li>\n\n\n\n<li>that there is a company-wide effort to foster a safe working environment.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Reporting Channels and Processes<\/h3>\n\n\n\n<p>Arguably, the most important step that you can take is ensuring that in the event that an incident of sexual harassment occurs, individuals have a clear reporting channel. This reporting channel can allow individuals to be open, vulnerable and honest about what has happened while also knowing that there is a thorough procedure in place to investigate the situation and remedy it.&nbsp;<\/p>\n\n\n    <div class=\"my-7 lg:my-10 border-y-2 border-gray-100 py-7 lg:py-10 flex flex-col sm:flex-row items-start gap-10\">\n                    <img decoding=\"async\" class=\"w-52 mx-auto my-0! rounded\" src=\"https:\/\/img.legalvision.com.au\/wp-content\/uploads\/sites\/4\/2024\/11\/23002631\/Screenshot-2025-10-23-at-10.26.05-am.png\" alt=\"Front page of publication\"\n                 loading=\"lazy\" width=\"208\" height=\"298\">\n                <section>\n            <div class=\"text-2xl font-bold\">2025 Key UK Employment Law Changes<\/div>\n            <div class=\"body-text\">\n                <p>This factsheet outlines key developments in 2025 affecting workforce management.<\/p>\n            <\/div>\n            \n\n<a href=\"https:\/\/img.legalvision.com.au\/wp-content\/uploads\/sites\/4\/2025\/01\/22052013\/LegalVision_2025-Key-UK-Employment-Law-Changes-Factsheet.pdf\" class=\" block px-5 py-3.5 max-w-fit bg-orange button__hover transition rounded text-white font-bold text-lg no-underline uppercase leading-tight text-center\" target=\"\" rel=\"\">Download Now<\/a>        <\/section>\n    <\/div>\n\n\n\n\n<h2 class=\"wp-block-heading\">Key Takeaways<\/h2>\n\n\n\n<p>As an employer, it is important that you are aware of your new obligations towards your staff. The <em>Worker Protection Bill (Amendment of Equality Act 2010) 2023<\/em> will strengthen employer obligations to prevent and respond to sexual harassment from October 2024 by implementing new \u2018preventative duties\u2019. These will not only include preventing sexual harassment from occurring in your workplace but also taking and demonstrating reasonable steps. In either case, a failure to do so could result in the Equality and Human Rights Commission investigating and enforcing your obligations.&nbsp;<\/p>\n\n\n\n<p>You can create a healthy and safe workplace culture by:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>implementing preventative mechanisms;<\/li>\n\n\n\n<li>creating and advising your employees of transparent reporting channels;&nbsp;<\/li>\n\n\n\n<li>handling complaints sensitively and fairly;&nbsp;<\/li>\n\n\n\n<li>staying up to date with legislative changes; and&nbsp;<\/li>\n\n\n\n<li>adequately training your staff.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p>If you have questions regarding your obligations, our experienced <a href=\"https:\/\/legalvision.co.uk\/employment-lawyers-lp\/\">employment lawyers<\/a> can assist as part of our LegalVision membership. For a low monthly fee, you will have unlimited access to lawyers to answer your questions and draft and review your documents. Call us today on <a href=\"tel:+448081968584\" class=\"AVANSERnumber dynamic-number\">0808 196 8584<\/a> or visit our <a href=\"https:\/\/legalvision.co.uk\/membership\/\">membership page<\/a>.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Frequently Asked Questions<\/h2>\n\n\n\n<div class=\"schema-faq wp-block-yoast-faq-block\"><div class=\"schema-faq-section\" id=\"faq-question-1721696036581\"><strong class=\"schema-faq-question\">How can I handle complaints of sexual harassment in a sensitive and fair manner?<\/strong> <p class=\"schema-faq-answer\">Handling complaints of sexual harassment with sensitivity and fairness is crucial to maintaining a respectful workplace. As an employer, you should ensure that you have a confidentiality policy that you follow whenever you conduct an investigation. <\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1721696276962\"><strong class=\"schema-faq-question\">What are the consequences of failing to prevent sexual harassment?<\/strong> <p class=\"schema-faq-answer\">The employment tribunal may impose penalties against you. Additionally, you may be held vicariously liable if the harassment occurs in a work-related setting. <\/p> <\/div> <\/div>\n<div class=\"not-prose m-feedback-prompt\">\n    <!-- Thumbs up\/down bar -->\n    <div class=\"m-feedback-prompt__main\">\n        <div class=\"m-feedback-prompt__title\">Was this article helpful?<\/div>\n        <div>\n            <!--span class=\"m-feedback-prompt__button--text\">Thanks!<\/span-->\n            <button type=\"button\" class=\"m-feedback-prompt__button m-feedback-prompt__button--yes\"\n                    data-analytics-link=\"feedback-prompt:yes\" aria-label=\"Agree\">\n                <i class=\"fa-regular fa-thumbs-up fa-3x\"><\/i>\n            <\/button>\n            <button type=\"button\" class=\"m-feedback-prompt__button m-feedback-prompt__button--no\"\n                    data-analytics-link=\"feedback-prompt:no\" aria-label=\"Disagree\">\n                <i class=\"fa-regular fa-thumbs-down fa-3x\"><\/i>\n            <\/button>\n        <\/div>\n    <\/div>\n\n    <!-- Feedback form -->\n    <div class=\"m-feedback-prompt__form\">\n        <div class=\"m-feedback-prompt__form--thanks \">\n            <div>Thanks!<\/div>\n            <p>\n                We appreciate your feedback \u2013 your submission has been successfully received.            <\/p>\n        <\/div>\n        <form id=\"contact-form\" class=\"m-feedback-prompt__form--form\" action=\"\" method=\"post\">\n            <input type=\"hidden\" id=\"authenticity_token\" name=\"authenticity_token\" value=\"9eb4f72322\" \/><input type=\"hidden\" name=\"_wp_http_referer\" value=\"\/api\/wp\/v2\/posts\/189324\" \/>            <input value=\"https:\/\/legalvision.co.uk\/employment\/new-sexual-harassment-obligations-for-employers\/\" type=\"hidden\" name=\"currenturl\"\n                   id=\"currenturl\">\n            <input value=\"What the New Sexual Harassment Obligations Mean for Employers\" type=\"hidden\" name=\"currenttitle\"\n                   id=\"currenttitle\">\n            <label>\n                <!-- display on thumbs-up -->\n                <span class=\"m-feedback-prompt__feedback m-feedback-prompt__feedback--yes\">\n                    Can you tell us <span class=\"font-semibold\">why<\/span> you found it helpful?\n                <\/span>\n\n                <!-- display on thumbs-down -->\n                <span class=\"m-feedback-prompt__feedback m-feedback-prompt__feedback--no text-lg\">\n                    How can we better improve this article?\n                <\/span>\n                <textarea name=\"feedbackmessage\" id=\"feedbackmessage\" required><\/textarea>\n            <\/label>\n\n            <div class=\"m-feedback-prompt__form--error\" id=\"form-submit-error\"><\/div>\n            <button id=\"submit-contact-form-button\" type=\"submit\" name=\"commit\" class=\"m-feedback-prompt__form--submit\"\n                    data-analytics-link=\"feedback-prompt:submit\">\n                Submit            <\/button>\n        <\/form>\n    <\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Sexual harassment in the workplace is a prevalent issue that, as an employer, you cannot afford to ignore. You have a duty to provide a safe and respectful work environment for all the staff at your business. Despite sexual harassment being a form of unlawful discrimination under the Equality Act, the recent passing of The<a href=\"https:\/\/legalvision.co.uk\/employment\/new-sexual-harassment-obligations-for-employers\/\">Continue reading <span class=\"sr-only\">&#8220;What the New Sexual Harassment Obligations Mean for Employers&#8221;<\/span><\/a><\/p>\n","protected":false},"author":13480,"featured_media":3077,"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":"1489,171862,176036,176083,176321,2243","_relevanssi_noindex_reason":"","editor_notices":[],"footnotes":""},"categories":[35],"tags":[20,219,307,312,525],"class_list":["post-189324","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employment","tag-small-business","tag-employment-law","tag-sexual-harassment","tag-employment-tribunal","tag-employer-obligations"],"acf":[],"yoast_head":"<!-- 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As an employer, you should ensure that you have a confidentiality policy that you follow whenever you conduct an investigation. ","inLanguage":"en-GB"},"inLanguage":"en-GB"},{"@type":"Question","@id":"https:\/\/legalvision.co.uk\/employment\/new-sexual-harassment-obligations-for-employers\/#faq-question-1721696276962","name":"What are the consequences of failing to prevent sexual harassment?","acceptedAnswer":{"@type":"Answer","text":"The employment tribunal may impose penalties against you. Additionally, you may be held vicariously liable if the harassment occurs in a work-related setting. ","inLanguage":"en-GB"},"inLanguage":"en-GB"}]}},"_links":{"self":[{"href":"https:\/\/legalvision.co.uk\/api\/wp\/v2\/posts\/189324","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/legalvision.co.uk\/api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/legalvision.co.uk\/api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/legalvision.co.uk\/api\/wp\/v2\/users\/13480"}],"replies":[{"embeddable":true,"href":"https:\/\/legalvision.co.uk\/api\/wp\/v2\/comments?post=189324"}],"version-history":[{"count":7,"href":"https:\/\/legalvision.co.uk\/api\/wp\/v2\/posts\/189324\/revisions"}],"predecessor-version":[{"id":194516,"href":"https:\/\/legalvision.co.uk\/api\/wp\/v2\/posts\/189324\/revisions\/194516"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/legalvision.co.uk\/api\/wp\/v2\/media\/3077"}],"wp:attachment":[{"href":"https:\/\/legalvision.co.uk\/api\/wp\/v2\/media?parent=189324"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/legalvision.co.uk\/api\/wp\/v2\/categories?post=189324"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/legalvision.co.uk\/api\/wp\/v2\/tags?post=189324"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}