Sexual harassment isn’t rare. It isn’t always extreme. And it isn’t always dealt with.
It can look like inappropriate comments at a work event. An uncomfortable joke in a meeting. A colleague overstepping boundaries or using their position to intimidate. It happens in offices, on construction sites, during video calls, and at business dinners. And far too often, it’s dismissed, minimised, or quietly tolerated.
But even a single incident can have a lasting impact, not just on the person affected, but on workplace morale, culture, and trust.
What’s changed in the law
In October 2024, new legal protections came into force under the Worker Protection (Amendment of Equality Act 2010) Act. This legislation represents a much-needed shift in how sexual harassment is tackled, placing greater responsibility on employers to prevent harassment, not simply respond after the fact.
Key updates include:
- A new legal duty for employers to take reasonable steps to prevent sexual harassment in the workplace.
- The Equality and Human Rights Commission (EHRC) has increased powers to monitor compliance and investigate concerns.
- Employment tribunals can uplift compensation by up to 25% where employers are found to have failed in their duty.
In short, employers can no longer afford to treat harassment as someone else’s problem. They are expected to act promptly, train diligently, and lead by example.
But legislation alone won’t fix the problem
Laws set a standard. Culture changes behaviour.
Many individuals, across all genders, ages, backgrounds, and roles, still go to work each day unsure if they’ll be respected or undermined, supported or singled out. Not always in overt ways. Sometimes it’s the loaded comment that goes unchallenged. The lingering touch on the shoulder. The so-called joke that others are expected to laugh off.
This isn’t about being overly sensitive. It’s about respect, professionalism, and safety. A truly inclusive workplace is one where everyone can focus on their job, not on what (or who) might make them feel uncomfortable today.
The real impact of harassment
Sexual harassment isn’t just unpleasant; it can be deeply damaging.
It can erode confidence, affect mental health, and create long-term issues with trust, well-being, and self-esteem. For employers, the consequences are equally serious: higher staff turnover, reduced productivity, reputational risk, and legal exposure.
Too often, harassment goes unreported due to fear of not being believed, of being blamed, or of facing backlash. That’s why creating a culture where people feel safe, supported, and heard is crucial.
What employers should be doing now
If you’re an employer or manager, this is the time to act, not just to comply with the law, but to build a workplace you’re proud of.
Here’s what that can look like:
- Review and update your policies: Ensure they are current, legally compliant, and clearly communicated to your team.
- Invest in meaningful training: Move beyond tick-box exercises. Focus on real conversations, what harassment looks like, how to call it out, and how to support others.
- Foster a speak-up culture: Make it easy and safe for people to raise concerns, including anonymous options. Ensure they feel heard, not punished.
- Lead from the top: Leadership sets the tone. If senior figures excuse, ignore, or joke about inappropriate behaviour, that message filters through the entire organisation.
Final thoughts
Sexual harassment isn’t a “women’s issue.” It’s a workplace issue. A cultural issue. A human issue, because it can happen to anyone, regardless of gender, background, or role.
Instead of asking why someone didn’t speak up, we should be asking what we’ve done to make it safe for them to do so. Everyone deserves to feel safe, respected, and valued at work. That’s not a bold goal. It’s the bare minimum. Need support reviewing your policies or creating a safer, more inclusive workplace?
Get in touch on 01981 590514 for clear, practical HR advice.