Sexual Harassment Training

While UK law does not specifically state that employers must provide sexual harassment training, employers have a legal duty to take reasonable steps to prevent sexual harassment in the workplace.

Providing sexual harassment training is widely recognised as one of the most effective ways to demonstrate that an organisation is taking reasonable steps to prevent inappropriate behaviour in the workplace.

Effective training helps employees:

• Understand what constitutes sexual harassment and inappropriate conduct
• Recognise the impact harassment can have on individuals and workplace culture
• Understand how to report concerns and access support
• Identify their responsibilities in maintaining a respectful working environment
• Contribute to a safer, more inclusive workplace for everyone

Regular refresher training also helps organisations maintain awareness, reinforce expectations, and support ongoing compliance with workplace legislation and internal policies.

Sexual harassment is unwanted conduct of a sexual nature that has the purpose or effect of violating a person's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment. The behaviour can be a one-off incident or part of a pattern of behaviour.

Examples of workplace sexual harassment may include:

• Unwanted touching or physical contact
• Sexual comments, jokes, or innuendo
• Displaying inappropriate or offensive images
• Sending sexually suggestive emails, messages, or content
• Making unwanted sexual advances
• Repeatedly asking a colleague for dates after they have declined
• Making comments about a person's appearance in a way that makes them uncomfortable
• Sharing sexual content in the workplace or online work environments

Sexual harassment can occur between colleagues, managers and employees, customers and staff, or any individuals interacting within a work-related environment. It is important that employees understand how to recognise inappropriate behaviour and know how to respond if concerns arise.

The following scenarios illustrate situations that may constitute sexual harassment in the workplace. While every situation is unique, these scenarios show how inappropriate behaviour can occur in different working environments.

While there is no fixed legal requirement specifying how often sexual harassment training must be completed, employers are expected to take proactive steps to prevent sexual harassment in the workplace.

Many organisations provide training as part of employee induction and schedule regular refresher training to ensure employees understand their responsibilities, recognise inappropriate behaviour and know how to raise concerns.

Annual refresher training is commonly recommended, particularly for organisations operating in higher-risk environments or those with customer-facing roles. Additional training may also be appropriate following legislative changes, policy updates, workplace incidents, or organisational restructuring.

Regular training helps reinforce expectations, promotes a positive workplace culture, and demonstrates an ongoing commitment to preventing harassment.

Sexual harassment training should be completed by all employees, regardless of their role or seniority. Creating a safe and respectful workplace requires everyone to understand what constitutes inappropriate behaviour and how concerns should be addressed.

Many organisations also extend sexual harassment awareness training to contractors, agency workers, volunteers and other third parties where appropriate, helping to create consistent expectations across the workplace.

Yes. Sexual harassment can occur in any work-related environment, including remote and hybrid workplaces. The same standards of behaviour apply whether employees are interacting face-to-face or through digital communication platforms.

Examples of online sexual harassment include:

• Sending inappropriate emails, messages, or images
• Sharing offensive or sexually explicit content
• Making unwanted comments during video meetings
• Sending repeated unwanted personal or sexual communications outside working hours
• Using instant messaging platforms to make inappropriate advances
• Creating an intimidating, uncomfortable, or hostile online environment

As remote and hybrid working become more common, organisations should ensure employees understand that workplace policies apply equally to emails, instant messaging platforms, video conferencing tools, and other forms of digital communication. Training helps employees recognise inappropriate behaviour and understand how to report concerns if they occur.

Sexual harassment training plays an important role in helping organisations create safe, respectful and inclusive workplaces. By educating employees about appropriate behaviour, reporting procedures and individual responsibilities, organisations can help reduce the risk of harassment occurring and respond more effectively when concerns are raised.

Organisations that provide regular sexual harassment training can benefit by:

• Helping employees recognise inappropriate behaviour
• Encouraging early reporting of concerns
• Promoting a respectful and inclusive workplace culture
• Supporting managers when handling complaints appropriately
• Demonstrating a commitment to employee wellbeing and legal compliance

Regular refresher training also reinforces organisational values, keeps employees informed about changes in legislation or workplace policies, and helps maintain awareness across the workforce.

Sexual harassment is not always committed by colleagues. Employees may also experience inappropriate behaviour from customers, clients, contractors, visitors, suppliers, or members of the public while carrying out their work.

Examples of third-party sexual harassment may include:

• Inappropriate comments from customers
• Unwanted physical contact from visitors
• Sexual jokes or remarks made by contractors
• Persistent unwanted advances from clients
• Sharing inappropriate material during meetings or business events

Organisations can help reduce these risks by providing training, encouraging employees to report concerns promptly, implementing clear reporting procedures, and supporting staff whenever inappropriate behaviour occurs, regardless of who is responsible.

Every workplace is different, and the risk of sexual harassment can vary depending on the working environment, organisational culture, and the nature of employees' roles. Identifying potential risks allows organisations to introduce appropriate preventative measures before problems arise.

Some workplace situations may present a higher risk of sexual harassment, including:

• Customer-facing roles - Employees who regularly interact with customers or members of the public may encounter inappropriate behaviour.
• Lone working - Working without colleagues nearby can make it more difficult to seek immediate support.
• Night shifts - Reduced staffing levels or isolated working environments may increase risk.
• Work-related social events - Informal settings involving alcohol can sometimes blur professional boundaries.
• Remote & hybrid working - Digital communication platforms can also become channels for inappropriate behaviour.
• Power imbalances - Differences in seniority or authority may discourage employees from speaking up.

By regularly reviewing workplace practices, encouraging open communication, and providing effective training, organisations can identify potential risks early and help create a safer environment for everyone.

Preventing sexual harassment is a shared responsibility. Employees who witness inappropriate behaviour can play an important role in helping to create a respectful workplace by recognising concerns, supporting colleagues, and reporting issues through the appropriate channels.

Active bystanders can help by:

• Challenging inappropriate behaviour where it is safe to do so
• Supporting colleagues who may have experienced harassment
• Reporting concerns through workplace procedures
• Encouraging others to speak up
• Helping promote a positive and respectful workplace culture

Sexual harassment training helps employees understand how to respond appropriately while recognising that every situation is different. Individuals should always consider their own safety and follow their organisation's reporting procedures.

A positive workplace culture is built on dignity, respect, inclusion, and professional behaviour. When employees understand what is expected of them and feel confident raising concerns, organisations are better placed to help prevent inappropriate behaviour before it becomes a more serious issue.

A respectful workplace culture encourages employees to:

• Treat colleagues with dignity and respect
• Value diversity and inclusion
• Communicate professionally
• Challenge inappropriate behaviour
• Support colleagues who raise concerns
• Follow workplace policies and procedures

Creating a respectful workplace is an ongoing process. Alongside clear policies and regular training, organisations should encourage open communication, lead by example, and regularly review their approach to help maintain a safe working environment.