Sexual Harassment at Work – Employers responsibilities
Published Aug 04, 2026
Employers have a new legal duty to take proactive steps to prevent sexual harassment in the workplace.
Previously, employers were largely required to respond appropriately once an incident had been reported. Legislation now shifts the emphasis towards positive duties to take reasonable steps to prevent sexual harassment before it happens.
This also includes protection of workers from third-party harassment (for example through customers, other contractors or the general public).
Failure to act puts employers at risk of additional awards resulting from tribunal cases as well as reputational damage, low staff morale and high employee turnover.
How to achieve compliance
Employers should be able to demonstrate that they have:
Carried out appropriate risk assessments.
Implemented clear anti-harassment policies.
Established confidential reporting procedures.
Taken action where concerns are raised.
Regularly reviewed the effectiveness of the measures they have in place.
The obligation applies regardless of the size of the organisation or the industry in which it operates.
How SSG can help
At SSG Training & Consultancy, we support organisations in meeting their legal responsibilities through practical, engaging and up-to-date training as well as ongoing advice and guidance.
Our Sexual Harassment Awareness course helps delegates to:
Understand the legal framework and employer responsibilities.
Recognise behaviours that may amount to sexual harassment.
Understand the impact harassment has on individuals and organisations.
Promote respectful behaviours within the workplace.
Understand reporting procedures and the importance of speaking up.
Contribute to creating a positive and inclusive workplace culture.
Training can be delivered as:
e-learning for flexible individual learning
Face-to-face training for teams and managers
Our consultants can also assist with reviewing workplace policies, advising on best practice and helping ensure you are taking appropriate preventative measures.
This can be delivered through an ongoing HR Advisor partnership, or via ad-hoc consultancy services to help you align business practices with legislative requirements.
If you would like to discuss our services, or have questions around the new legislation, contact the SSG team today.