Sexual Harassment in the Workplace Update: Responsibilities and Next Steps

As you may be aware, new legislation has been introduced under the Worker Protection (Amendment of Equality Act 2010) Act 2023, which came into effect in October 2024. This law strengthens protections against sexual harassment in the workplace and places clearer responsibilities on employers.

Key Legal Duties

• Employers now have a statutory duty to take reasonable steps to prevent sexual harassment of their employees.

• Failure to do so may result in enforcement action by the Equality and Human Rights Commission (EHRC), and employers may face increased compensation awards at employment tribunals.

• The new law builds on the existing Equality Act 2010, which already prohibits harassment related to sex and gender reassignment.

Company Responsibilities

In line with the new legislation and best practice, companies should be looking to ensure that they:

1. Provide a safe and respectful workplace – free from harassment and victimisation.

2. Carry out regular risk assessments to identify and mitigate situations where harassment risks may arise.

3. Maintain and enforce a clear Sexual Harassment Policy which applies to all employees, contractors, agency workers, and third parties.

Risk Assessments – Examples of What to Cover

A sexual harassment risk assessment should highlight several key areas to evaluate and monitor:

• Policies – ensuring a clear, accessible sexual harassment policy is in place, up to date, and reviewed regularly.

• Training – making sure all employees receive regular, role-specific training that includes practical examples.

• Reporting mechanisms – providing multiple confidential reporting options, including anonymous routes, and ensuring they are reviewed regularly.
• Leadership commitment – managers and directors must demonstrate clear support, receive specialist training, and model expected behaviours. Lead by example, do not be the example.

• Working environment – ensuring safe physical spaces, such as good lighting, CCTV, lone working protocols, and secure access.

• Work-related events – managing alcohol consumption, providing safe travel home, and monitoring behaviour at social events.

• Customer/third party interactions – setting boundaries with clients/customers, banning repeat offenders, and training staff to handle inappropriate behaviour.

Training

To comply with legal requirements and embed a culture of respect, training will be:

• Mandatory for all staff – covering the definition of sexual harassment, examples of unacceptable behaviour (verbal, non-verbal, physical, and online), and how to respond if they witness or experience it.

• Role-specific – tailored for managers and supervisors on handling complaints, leading investigations, and protecting complainants from victimisation.

• Scenario-based – including case studies such as inappropriate jokes, unwanted physical contact, or harassment by clients.

• Refreshed regularly – annual refresher training to reinforce awareness and reflect any changes in law or workplace practices.

• Practical and interactive – encouraging discussion, role-play, and awareness of cultural sensitivities.

Next Steps

• We recommend that all employees receive sexual harassment training.

• We recommend that Managers receive enhanced leadership training on handling complaints and fostering a respectful culture.

• We recommend that businesses complete a sexual harassment risk assessment and establish a sexual harassment policy, both of which can be provided to Stallard Kane clients. These documents should be shared and acknowledged by staff.

What You Need to Know

By complying with the new legislation, you will continue to uphold the highest standards of workplace dignity and respect. This protects not only your staff but also strengthens your working relationships with clients, suppliers, and partners.

Should you require any support regarding your own policy, risk assessments, or training to reflect the new law, our team would be happy to assist.

If you are a current client of Stallard Kane, please contact your HR advisor.

If you would like to discuss how we can help your business navigate the changes in the Worker Protection (Amendment of Equality Act 2010) Act 2023 , contact us at HR@skaltd.co.uk or call 01427 420 403