ALL WE WANT FOR CHRISTMAS…

All we want for Christmas… is a drama-free office party.
Take your ‘reasonable steps’ now and thank yourself later.

Legal Duty and Uplift Risk

Employers have a statutory duty to take "reasonable steps" to prevent sexual harassment in the workplace, requiring proactive measures rather than reactive responses. Employment Tribunals assess whether these steps are adequate based on the quality and implementation of policies, not just their existence.  Failure to comply can result in a compensation uplift of up to 25% in harassment claims, increasing financial exposure.

Practical Steps for Prevention

Employers should regularly evaluate and document the effectiveness of their training and policies. Key measures include implementing tailored anti-harassment policies, providing multiple reporting channels, delivering role-specific training, and maintaining accurate logs of reports and outcomes. Leadership should communicate a zero-tolerance policy and align performance objectives with conduct expectations. Extending these standards to supply chains and contractors is also advised.

Third-Party Consideration

Although there is no current statutory duty regarding third-party harassment, it is good practice to take preventive steps. Employers should assess roles with third-party exposure, set behaviour standards in contracts, and provide staff with protocols for handling third-party risks. Training on boundary-setting and incident reporting is essential. These measures align with anticipated legal reforms under the Employment Rights Bill (ERB).

Conclusion: prioritise effective policies and training; 
how we can assist

Effective prevention of sexual harassment depends on policies that work in practice, accessible reporting and fair handling procedures, as well as credible regular and meaningful training.

We assist organisations to draft and refresh policies, provide tailored policies, design and deliver role‑specific training (including for leaders, managers, and investigators), implement reporting frameworks and investigation protocols and prepare for ERB‑driven changes. For a confidential discussion or to arrange a review of your current policies and procedures, please contact…