Sexual Harassment at Work, Is Your Business Really Doing Enough?
"We would never have a problem like that here."
It is one of the most common responses we hear when talking to business owners about sexual harassment.
The uncomfortable truth is that many people who experience sexual harassment never report it. Sometimes they worry they will not be believed. Sometimes they fear the impact on their career or they simply do not recognise that what they have experienced is harassment.
That is exactly why the law changed.
Since October 2024, employers have had a legal duty to take reasonable steps to prevent sexual harassment in the workplace. This was a significant shift in employment law because businesses are now expected to be proactive rather than simply reacting when a complaint is made.
The question is no longer whether you have a policy.
The question is whether you can demonstrate that you have taken reasonable steps to prevent sexual harassment from happening in the first place.
Policies do not change behaviour
Many businesses have updated their handbook and filed it away believing the job is done.
It is not.
If your employees have never discussed what sexual harassment actually looks like in practice, how would they know where the line is?
Many incidents are not obvious. They can involve comments dismissed as jokes, repeated unwanted compliments, inappropriate messages, behaviour at work social events or conduct that makes someone feel uncomfortable, even if that was never the intention.
Intent does not determine whether behaviour amounts to sexual harassment. The impact on the individual is what counts.
That is why awareness is so important.
The controversial question, should ignorance still be an excuse?
One of the biggest debates following the change in the law is whether businesses should still be able to rely on employees saying, "I didn't mean it."
The reality is that people often have different perceptions of what is acceptable.
What one person sees as harmless banter, another may experience as intimidating, degrading or offensive.
Without clear conversations and practical training, businesses leave too much open to interpretation.
Creating awareness is not about policing every conversation. It is about helping people understand boundaries, encouraging respectful behaviour and giving everyone the confidence to speak up when something does not feel right.
Managers have an even greater responsibility
Managers set the tone for workplace culture.
If inappropriate behaviour is ignored, laughed off or minimised, employees quickly learn that speaking up is pointless.
Managers need the confidence to recognise concerns early, respond appropriately and know when to involve HR and take action.
Ignoring issues because they feel uncomfortable is no longer a sensible option.
What does taking reasonable steps actually look like?
Every business is different but reasonable steps are likely to include:
Reviewing and updating your policies.
Providing regular sexual harassment awareness training.
Helping managers understand their responsibilities.
Creating clear reporting procedures.
Regularly reviewing workplace culture rather than waiting for complaints.
Training is becoming one of the clearest ways to demonstrate that your business is taking its legal duty seriously.
Could you evidence what you have done?
If the Equality and Human Rights Commission or an Employment Tribunal asked what steps your business had taken to prevent sexual harassment, would you have evidence beyond a policy document?
That is the question every employer should now be asking.
Because protecting your people is not just about compliance. It is about creating a workplace where everyone feels respected, safe and able to do their best work.
Ready to support your team?
Our 40 minute interactive Sexual Harassment Awareness Training is designed for employees at every level of your business.
During the online session we cover:
- What sexual harassment is and how it is legally defined.
- How to recognise both obvious and subtle behaviour.
- The impact on individuals and workplace culture.
- Real workplace scenarios that encourage discussion.
- What to do if you experience or witness harassment.
- Where employees can access further support.
The session is practical, engaging and delivered live either in person on on-line by one of our experienced HR Directors. This gives the opportunity for people to ask questions to ensure they really understand what is and is not acceptable behaviour in the workplace and supervisors and managers the reassurance of when and how to take appropriate steps to address situations when they need to.
Get in touch today to arrange a session and make sure your business is meeting its legal responsibilities while building the respectful workplace culture you want.
