Is your workplace safe from sexual harassment, and are you taking preventative measures against it?

The Worker Protection (Amendment of Equality Act 2010) Act 2023 came into effect on the 26th October 2024. Organisations and businesses of all sizes are now required to take even more active steps to prevent sexual harassment in the workplace.

Sexual Harassment is nothing new, but how employers deal with it is, and has changed drastically.

The workplace shouldn’t be a place where people worry about being taken advantage of or made inappropriate comments about. It’s meant to be a safe space for workers where they don’t feel judged but respected and supported. However, harassment is often a silent issue, difficult to talk about and even harder to report.

So, what does this mean for your organisation? 

We’ve outlined 3 key actionable steps below to ensure your workplace is tackling sexual harassment prevention in 2025.  

Step 1: Take the Time to Fully Understand Workplace Sexual Harassment

Sexual harassment isn’t always obvious. It can show up in ways people don’t always name; staring, an inappropriate tone, or unsolicited messages that cross professional boundaries. It can come from customers, not just co-workers.

A 2024 survey by UNISON found that 29% of UK employees experienced some form of sexual harassment at work in the past year. And most don’t speak up. Often because they’re unsure, afraid, or assume it won’t make a difference.

A recent example:

In early 2025, McDonald’s UK came under fire after more than 700 employees across 450+ restaurants reported sexual harassment. 

Much of it involves inappropriate behaviour from managers. This went beyond isolated misconduct. It was a systemic failure to protect staff, triggering public backlash, internal reviews and potential legal consequences.

The point? Harassment doesn’t just affect individuals, it damages team morale, erodes trust and puts your brand at risk.

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Step 2: Understand The Legal Duty to Act & Consequences if You Don’t 

From 26 October 2024, employers across England, Scotland, and Wales are required to meet a legal standard under the Worker Protection (Amendment of Equality Act 2010) Act 2023. This means taking reasonable steps to prevent sexual harassment from happening in the first place; a major shift from the previous approach, which largely focused on responding after the fact.

At the heart of this law is something called an “anticipatory duty.” In simple terms, it means employers must act before any harassment occurs. Not just when someone files a complaint.

So, what happens if you don’t take action?

Ignoring this duty doesn’t just risk legal trouble, it can have real and lasting consequences, including:

• Investigations and possible sanctions from the Equality and Human Rights Commission (EHRC)
• Tribunal payouts can increase by up to 25% if you fail to take preventative steps
• Reputational harm, negative press and loss of customer or client trust
• Higher staff turnover, employee burnout and lower productivity caused by a toxic work culture

Bottom line? Taking steps to prevent harassment isn’t just about ticking a legal box; it’s about protecting your people, your brand and your bottom line.

Related Article: Major Employment Law Changes Coming in 2025

Step 3: Create a Safer Workplace & Implement Practical Preventative Measures

Preventing sexual harassment starts with intention — and it’s fully achievable when approached with consistency, clarity and the right tools. Here are three core steps every employer should take:

• Strengthen Your Policies and Risk Awareness

Start by reviewing your current policies. Make sure your anti-harassment and anti-bullying policy is clear, accessible and reflects the new legal duty. It should include:

• A strong zero-tolerance statement
• Examples of unacceptable behaviour
• Reporting procedures and consequences 

Pair this with regular sexual harassment risk assessments, especially in roles or settings with increased exposure (like customer-facing positions or isolated work).

• Deliver Ongoing, Meaningful Training

Training must go beyond one-off sessions. Offer regular, scenario-based training that:

• Educates employees on recognising and preventing harassment
• Empowers bystanders to safely intervene
• Equips managers with the tools to respond appropriately

Make training mandatory for all staff — including leadership — and embed it into onboarding for new hires.

• Build a Culture That Listens and Acts

Foster an environment where people feel safe to speak up. Ensure employees have confidential, easy-to-access reporting routes and are confident their concerns will be taken seriously.

Go further by gathering regular feedback — through surveys, exit interviews or team check-ins — and acting on what you learn. Prevention starts with listening.

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What can you take away from this?

Preventing sexual harassment has always been a legal and moral obligation, it is now even more important to protect your employees. But beyond compliance; Taking clear, proactive steps to protect your people sends a powerful message: that your organisation values respect, safety and inclusion.

From updating your policies to delivering meaningful training and listening to your workforce, each action contributes to a culture where inappropriate behaviour is not only addressed but actively prevented.

By investing in prevention now, through risk assessments, clear reporting structures and comprehensive staff training, you create a workplace where everyone can thrive, feel safe and be heard.

Do you need support implementing and navigating sexual harassment policies in your workplace?

Paul offers Staff Training in learning policies, and risk assessments to help upskill and educate your staff members.

Get in touch with Paul at Coppice HR by emailing paul@coppicehr.com or calling 07814 008478.