Preventing Sexual Harassment at Work: Has Your Workplace Kept Up with the Law?
Practical training for managers and employees to prevent sexual harassment and meet the latest legal duties
Creating a safe, respectful workplace requires more than simply having a policy in place. UK employers now have a legal duty to take proactive steps to prevent sexual harassment before it happens, and further changes under the Employment Rights Act 2025 will increase those responsibilities even further.
At Bhayani Law, we deliver practical, engaging sexual harassment training for managers and employees that helps organisations understand their legal obligations, reduce workplace risk and build a culture where inappropriate behaviour is recognised, challenged and addressed.
Whether you’re training managers, HR professionals or your wider workforce, our employment law and HR specialists provide interactive training based on real workplace scenarios—not just legal theory.
Why Sexual Harassment Training Matters
Sexual harassment has long been unlawful under the Equality Act 2010, but since 26 October 2024, employers have been under a positive legal duty to take reasonable steps to prevent sexual harassment in the workplace.
This includes anticipating and addressing risks involving:
- Colleagues
- Customers
- Clients
- Contractors
- Suppliers
- Visitors and other third parties
Employers are expected to demonstrate that prevention is embedded within their organisation through:
- Regular training for managers and employees
- Clear anti-harassment policies
- Effective reporting procedures
- Risk assessments where appropriate
- Prompt action when concerns are raised
Failure to comply can result in enforcement action by the Equality and Human Rights Commission (EHRC). Where an employee succeeds in a sexual harassment claim, an Employment Tribunal can also increase compensation by up to 25% if an employer has breached its preventative duty.
Employment Rights Act 2025: Further Changes from October 2026
The legal landscape continues to evolve, making proactive training more important than ever.
From 6 April 2026
A disclosure that sexual harassment has occurred, is occurring or is likely to occur may qualify as a protected disclosure under whistleblowing legislation, provided the legal requirements, including the public interest test, are met. Workers making qualifying disclosures may be protected from detriment and, where applicable, unfair dismissal.
From 30 October 2026
Employer responsibilities will increase further.
Employers will be required to take all reasonable steps rather than simply reasonable steps to prevent sexual harassment.
The legislation will also widen employer liability for harassment by third parties, including customers and clients, unless employers can demonstrate they took all reasonable steps to prevent it. These protections will extend beyond sexual harassment to cover other forms of unlawful harassment under the Equality Act 2010.
Further regulations are expected to provide additional guidance on preventative measures, which may include risk assessments, action plans, reporting arrangements and complaint procedures.
Prevention Requires More Than a Policy
A policy sitting in an employee handbook alone will not create a safe workplace or satisfy your legal obligations.
Employees need to understand what constitutes unacceptable behaviour and feel confident reporting concerns. Managers need the skills to identify risks, challenge inappropriate conduct and respond consistently and appropriately when issues arise.
Effective training is one of the most important steps employers can take to demonstrate their commitment to preventing sexual harassment and creating a positive workplace culture.
Our Sexual Harassment Training
Our practical training is designed to move organisations beyond box-ticking compliance.
Using realistic workplace examples, interactive discussions and case studies, we help managers and employees understand both the law and how it applies in everyday workplace situations.
Training can be delivered:
- In person or online
- For managers and supervisors
- For all employees
- As standalone sessions or part of a wider HR training programme
- Tailored to your organisation, sector and workplace risks
What Your Team Will Learn
Our training covers:
- What sexual harassment is under the Equality Act 2010
- The latest legal duties for employers
- The Employment Rights Act 2025 changes
- Recognising inappropriate behaviour and workplace risks
- Third-party harassment and employer liability
- How to challenge unacceptable behaviour appropriately
- Reporting concerns and responding effectively
- The responsibilities of managers and leaders
- Creating a respectful and inclusive workplace culture
Why Choose Bhayani Law?
At Bhayani Law, our training is delivered by experienced employment law solicitors and HR specialists who advise employers every day.
We combine legal expertise with practical HR experience to deliver engaging, commercially focused training that helps organisations reduce risk, improve workplace culture and remain compliant with changing employment law.
Book Sexual Harassment Training
With employer responsibilities continuing to evolve, now is the time to ensure your managers and employees understand their legal obligations.
Whether you’re refreshing existing training or introducing it for the first time, our team can help you build a safer, more respectful and legally compliant workplace.
Get in touch with Bhayani Law today to discuss sexual harassment training tailored to your organisation. Call 0333 888 1360, email [email protected] or complete our enquiry form.
Frequently Asked Questions
While the law does not prescribe mandatory training, employers have a legal duty to take reasonable steps, and from 30 October 2026, all reasonable steps, to prevent sexual harassment. Providing regular, effective training is one of the strongest ways to demonstrate compliance.
We recommend training for all employees, with additional manager-focused training covering responsibilities for handling concerns, responding appropriately and creating a respectful workplace culture.
Yes. We offer both online and face-to-face training, with sessions tailored to your organisation’s size, sector and specific workplace risks.