4 min read
In this episode, we discuss a topic that many business owners assume is already well understood, yet the reality suggests otherwise: sexual harassment in the workplace and the growing responsibility on employers to prevent it. Drawing on recent research and new legislation, we explore how widespread the issue remains, with a significant proportion of employees reporting incidents within just the past year. What becomes clear is that this is not simply about isolated behaviours, but about culture, leadership, and the systems businesses have, or have not, put in place.
We then turn to the practical implications of the Worker Protection Act and the shift from a reactive stance to a preventative duty. This represents a meaningful change for UK businesses of all sizes, placing the onus firmly on leaders and managers to anticipate risks, set expectations, and actively shape workplace behaviour. From social events to third-party interactions, we examine how easily risks can arise, and why taking this seriously is not only a legal requirement, but a commercial and cultural necessity.
You can listen to the full episode here
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Key Topics Discussed:
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The scale of workplace sexual harassment and underreporting
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Cultural vs individual responsibility within organisations
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New legal duties requiring employers to prevent harassment
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The shift from “reasonable steps” to “all reasonable steps”
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Increased legal and financial risk, including tribunal uplifts
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The role of social settings and alcohol in increasing risk
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The complexity of defining “unwanted conduct”
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Third-party harassment (customers, suppliers, contractors)
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The importance of risk assessments, training, and tailored policies
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Why off-the-shelf solutions are no longer sufficient
Who Is This Episode For:
This episode is aimed at UK business owners, directors, and managers, particularly those leading small and medium-sized enterprises, who are responsible for people, culture, and compliance. It will also be valuable for HR professionals and operational leaders who need to translate legal obligations into practical, day-to-day actions within their organisations.
Quotes to Remember:
“The onus is on the businesses to actually change their cultures and to put things into practice."
"The risk assessment has to be the top point.”
“The company becomes vicariously responsible for something that somebody does at a work event.”
Actionable Takeaways:
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Conduct a thorough, business-specific risk assessment covering workplace, social, and external interactions
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Provide training for all employees, not just managers, and ensure it is tailored to your business
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Review and update your policies, avoiding generic templates and reflecting real risks
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Set clear expectations ahead of work events, especially where alcohol is involved
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Introduce practical controls (e.g. drink limits, defined end times, visible leadership presence)
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Establish clear reporting channels and ensure staff feel safe using them
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Consider risks involving third parties (customers, suppliers, contractors) and communicate expectations
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Keep records of actions taken to demonstrate preventative effort
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Regularly refresh training and policies to remain compliant with evolving legislation
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Seek specialist advice where needed, this is an area where getting it wrong can be costly
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