Prevention of Sexual Harassment at Work for Employers

The Worker Protection Act 2024 requires employers to take "reasonable steps" to prevent sexual harassment. Training is widely recognised as one of those essential reasonable steps. Tribunals expect employers to demonstrate they have taken proactive measures, including awareness training. The absence of training can undermine a defence against harassment claims. This training covers the full legal framework and what courts and tribunals expect employers to have done.

Reasonable steps include having a clear anti-harassment policy, providing training to all employees, creating accessible reporting channels, responding promptly to complaints, conducting fair investigations, and taking appropriate disciplinary action. Employers must also assess harassment risks and review their prevention measures regularly. What is "reasonable" depends on the size and nature of the organisation. This training helps organisations determine what steps are proportionate and necessary.

Vicarious liability means employers can be sued for harassment committed by employees, even if the employer did not know about it or approve it. Employers can only escape liability by proving they took all reasonable preventative steps. This creates a powerful incentive to implement robust policies, training, and complaint mechanisms. Understanding and managing vicarious liability is critical for senior leaders and HR. This training covers the legal framework and practical mitigation strategies.

A risk assessment identifies where harassment is most likely: hierarchies between senior and junior staff, client-facing roles, late-night working, team building events, and informal social settings. It examines whether certain groups face higher risk and reviews recruitment patterns. An assessment should also evaluate whether current policies and training are effective. This training includes risk assessment methodology and guidance on how to use findings to strengthen prevention. Briefed offers tailored risk assessments as a service.

Employers can face employment tribunal claims for sex discrimination or breach of contract, resulting in significant compensation awards. Individual senior leaders can be held personally liable. Reputational damage, higher turnover, and difficulty recruiting also result from harassment scandals. Insurance may not cover all costs if the employer failed to take reasonable steps. This training demonstrates what employers must do to defend themselves and protect their organisation.

Fair, properly documented investigation procedures protect both the organisation and the accused employee. They establish credible facts, preserve evidence, and create a record of due process. This protects the employer against tribunal claims that the investigation was biased or inadequate. Fair procedures also protect the complainant by ensuring their complaint is taken seriously and investigated thoroughly. This training covers investigation procedures, interview techniques, documentation, and proportionate disciplinary action.