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Protecting staff from sexual harassment: guidance and risk assessment

Employers have a legal duty to protect staff from sexual harassment. Use our resources to help you take reasonable steps towards preventing this unwanted behaviour.

Last reviewed on 5 March 2025See updates
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Contents
  1. Employers must take ‘reasonable steps’ to prevent sexual harassment against staff
  2. You must show you took 'reasonable steps' to prevent sexual harassment
  3. Anticipate where it might happen
  4. Train staff on calling it out
  5. Develop and review clear policies to protect staff 

Please note: in this article, we refer to a number of training course from commercial providers. Their inclusion is for your information only, and is not a recommendation from The Key. 

Employers must take ‘reasonable steps’ to prevent sexual harassment against staff

Sexual harassment is defined as 'unwanted conduct of a sexual nature'. This can include verbal or written harassment, as well as physical harassment, such as touching. 

If an employer breaches this preventive duty: 

  • The Equality and Human Rights Commission (EHRC) can take enforcement action against the employer
  • An employment tribunal can order the employer to pay additional compensation ('compensation uplift') to the affected member of staff, of up to 25% of the original compensation

This is a joint responsibility between you and