Sexual Harassment Training
We specialise in providing comprehensive sexual harassment training designed to create a safe and respectful workplace environment. Our training programs are crafted and delivered by experienced employment lawyers who bring a wealth of legal knowledge and practical insights to every session.
On 26 October 2024, the new Worker Protection (Amendment of Equality Act 2010) Act 2023 will come into force. The Act introduces a new positive legal obligation on all employers to take “reasonable steps” to protect their workers from sexual harassment.
This new mandatory duty means that employers must actively work to prevent sexual harassment in the workplace by implementing and maintaining effective measures to show you have taken reasonable steps to prevent sexual harassment and ensure that your organisation will not be held vicariously
If an Employment Tribunal finds that an employer has failed to meet this new mandatory duty, it can increase the compensation awarded to a successful claimant by up to 25%.
While the law does not specifically define what constitutes 'reasonable steps,' it is recommended that employers update their practices and procedures for preventing and addressing sexual harassment. This includes providing comprehensive, up-to-date training for all staff to ensure everyone understands what sexual harassment is, how to prevent it, and the appropriate ways to handle complaints.
Why Choose Our Sexual Harassment Training?
- Expert-Led Sessions: Our training is led by employment lawyers with extensive experience in handling sexual harassment cases.
- Customised Programs: We tailor our training to meet the specific needs of your organisation, ensuring relevance and effectiveness.
- Comprehensive Coverage: From defining sexual harassment to legal implications and prevention strategies, we cover all essential topics.
- Interactive Learning: Engaging activities and real-life scenarios to foster understanding and retention.
Key Topics Covered
- Understanding Sexual Harassment: Definitions, examples, and legal standards.
- Recognising and Reporting: How to identify and report incidents of harassment.
- Legal Implications: Overview of laws regarding sexual harassment.
- Employer Responsibilities: Creating and maintaining a harassment-free workplace.
- Employee Rights: Understanding your rights and protections under the law.
- Preventive Measures: Strategies for preventing sexual harassment in the workplace.
- Case Studies and Scenarios: Interactive discussions based on real-life cases.
Benefits of Sexual Harassment Training
- Legal Compliance: Ensure your organisation complies with the updated Act.
- Enhanced Workplace Culture: Promote a respectful and inclusive work environment.
- Risk Mitigation: Reduce the risk of legal action, reputational damage and financial penalties.
- Employee Well-being: Encourage a culture that prioritises trust and transparency and supports the mental and emotional health of your employees.
Schedule a Training Session
Ready to create a safer workplace? Contact us today to schedule a sexual harassment training session tailored to your organisation’s needs.
Feedback
“Thank you for a great session as always. Really appreciate the session content and was very useful." - Client Feedback
"We got some excellent feedback on the training with one Director saying it should be offered in every site across the world! And how excellent it was. It was great that they felt they could ask questions." - Business's Feedback
Frequently Asked Questions
Our training sessions typically last between 1 to 3 hours, depending on the depth and customisation required.
Yes, we offer both in-person and remote training options to accommodate your preferences.
Yes, we offer separate training courses specifically aimed at Management and Staff.
All our training courses are bespoke, depending on your organisation’s requirements. Contact our team now to discuss further. Prices start from £750 plus VAT.
The new duty requires employers to take proactive steps to prevent sexual harassment in the workplace. This includes developing policies, providing training, and taking immediate action to address any reports of harassment. There is a requirement for employers to ensure a safe and respectful working environment for their employees.
Employers are responsible for preventing sexual harassment. They are required to implement clear policies, provide regular training, and ensure that employees feel safe in reporting any incidents that occur during the course of their employment. There is also the responsibility of the employee to treat others respectfully and to report harassment when it occurs.
Employers must:
• Provide a sexual harassment policy to outline protection, complaints process, example of harassment
• Train employees to recognise harassment. Provide training to staff, and to line managers
• Conduct a risk assessment to identify the potential risks and how the company plans to mitigate these risks
Employers who fail to take reasonable steps to prevent sexual harassment may be held liable for harassment that occurs in their workplace. Where the duty is breached, Tribunals can uplift discrimination compensation by up to 25%
Employees should:
• Report the incident to their employer as soon as possible, following the company's reporting procedures as outlined in the policy
• Provide information relating to the harassment, including dates, times, and details of the incident
Yes, employers are required to investigate complaints of sexual harassment.
Yes, an employer can be held responsible for harassment that occurs outside of the workplace if it is related to work activities. Work activities include: socials, network events, client events.
Employers are expected to take steps to prevent harassment in all work-related activities. Work related activities should be identified as potential risks, and measures applied to mitigate these risks. Employers should provide regular communication relating to these activities.
Employers can be liability for third party behaviour. The employee can make a complaint against the behaviour of a third party e.g. client, customer. The employer should ensure that they communicate the expected behaviours to their clients/customers to prevent acts of unacceptable conduct.
To prevent forms of harassment, the onus is on the employer to provide a safe environment for employees to work. All employees, and third parties need to be made aware of the zero tolerance to any form of harassment, so that the employer can foster a workplace that encourages respect and inclusion. This includes:
• Encouraging appropriate levels of behaviour across the company, including third parties
• Managers leading by example and displaying appropriate behaviours
• Encouraging communication
• Handling complaints effectively and with respect in line with the policy guidelines
• Provide regular training for awareness (reminders)
• Recognise the risks associated, and put in measures to mitigate the risks
Read Latest Insights
You're in good hands
See how we've helped others
We’re proud of the results we achieve for our clients.
See how we have helped others and what our customers say about us.