Sexual Harassment Training for Employers

Since October 2024, employers have had a duty to take reasonable steps to prevent sexual harassment. On 30 October 2026, the Employment Rights Act 2025 raised that to all reasonable steps.

The duty is to prevent. Handling a complaint well afterwards is not enough on its own.

Third parties count. Clients, customers, contractors and members of the public.

Compensation can rise by up to 25% if a claim succeeds and you breached the duty.

Staff now have six months to bring a tribunal claim, up from three.

When a claim lands, the tribunal asks: what did you do before it happened?

A policy in a drawer won't answer that. Neither will a click through course nobody remembers. The guidance from the Equality and Human Rights Commission is clear: train all workers, give managers extra training, and refresh it regularly.

Sexual harassment workshops for all staff. What sexual harassment is and isn't, where the line sits, how to report it, and what happens next. Real scenarios from your own sector, not generic slides.

Manager response training. What to do in the first hour after someone discloses. How to listen, record, protect the person and escalate. This is where most cases are won or lost.

Active bystander training. How staff can step in safely when they see something, whether the person is a colleague, a client or a member of the public.

Third party harassment risk assessment. We map where your staff are exposed to clients, contractors and the public, and give you a written action plan.

Every session is delivered live, at your offices anywhere in the UK or on Teams.

Professional services firms, tech companies, housing providers, charities and contractors. Anywhere staff face clients, customers or the public.

We are a training consultancy for people, culture and risk. Our past work includes Lloyds Banking Group and the Met Police.

We don't read the law at your staff. We help them understand it, recognise it and act on it.

Is online training enough?

Online modules can support the duty, but live training lets staff ask real questions and practise what to do. It is also far stronger evidence that you took all reasonable steps.

Do managers need different training?

Yes. Managers are usually the first to hear a complaint. How they respond decides whether staff feel safe to speak up.

Is this legal advice?

No. We are not a law firm. We train your people and help you build a culture where harassment is prevented, not just handled.

Book a free 20 minute call. We will tell you plainly whether your current training would stand up, and what to do first.