Preventing Sexual Harassment in the Workplace

2024 saw a significant rise in sexual harassment cases filed with UK employment tribunal service. By the third quarter, 125 cases had been reported, marking a 7% rise compared to the same timeframe in 2023.

Employers now face enhanced obligations to prevent sexual harassment in the workplace, which includes harassment from third parties, such as customers, visitors, and contractors.

Irrespective of the new laws, sexual harassment in the workplace can harm productivity, damage reputations, and create a hostile environment for employees, and management plays a critical role in preventing and addressing harassment through clear policies, training and education, and fostering a respectful work culture where everyone feels safe and valued.

Something that has become quite evident is that many employers just don’t know where to start in identifying harassment risks and specific actions they can take to meet the requirements of legislation – emphasised by the new obligations.

Triangle HR recently launched their ‘INSIGHTS’ Calendar and the first event centred around the practicalities of preventing sexual harassment, with a focus on relevant measures for each individual business, as well as tips and tools to help get started, covering:

1. Clear Policy

An effective policy defines all types of harassment, provides examples, and establishes a zero-tolerance stance.  It also clarifies the procedures for handling incidents, including third-party harassment guidelines. A clear, accessible policy ensures everyone knows what behaviours are unacceptable and the steps the employer takes to protect their workforce.

2. Training and Education

Regular training helps individuals to recognise, respond to, and report harassment. Real-world scenarios clarify what harassment may look like, how to act if they witness it, and how to report it. Managers should be clear on how to handle complaints confidently, sensitively and discreetly, fostering an environment where all concerns are taken seriously.

3. Open Communication

A culture of open communication is essential to harassment prevention. Encouraging an open-door policy helps individuals feel comfortable raising concerns without fear of retaliation. Offering anonymous reporting options, such as online systems or suggestion boxes, encourage the discreet reporting of incidents, reinforcing the protection for those who speak up.

4. Consistent Enforcement

Prevention also requires consistent policy enforcement. Any incidents must be investigated impartially, applying consequences fairly and in line with procedures. This supports a strong, zero-tolerance approach, demonstrating that everyone will be held accountable for their actions.

5. Regular Evaluation and Feedback

Evaluating the measures in place is crucial to their effectiveness. Conducting surveys, risk assessments, and feedback sessions allows employers to identify areas for improvement. Understanding the thoughts and experiences of a workforce can help to identify necessary updates to policies and training, ensuring the workplace remains a safe environment for all.

Are you confident that your business is compliant and doing everything they can and should to try to prevent sexual harassment within the workplace. If you feel that you could benefit from further conversations around awareness and training then be sure to get in touch with us.