Sexual harassment solicitors

Our specialist employment solicitors provide clear, confidential and expert legal advice on all aspects of sexual harassment in the workplace, helping you protect your people, your organisation and your reputation.

Trusted legal support for sexual harassment claims - clear advice when it matters most.

Sexual harassment in the workplace can have a serious impact on individuals and the wider working environment. It can damage trust, wellbeing and morale, and expose employers to significant legal and reputational risks if not handled correctly.

Boyes Turner’s specialist employment solicitors advise both employers and employees on all aspects of sexual harassment claims and prevention. We provide strategic, sensitive and commercially aware support to help resolve issues quickly and effectively – whether that means investigating allegations, managing grievances, defending claims in the Employment Tribunal, or implementing preventative measures to create a safer workplace.

We build long-term relationships with our clients, providing clear, proactive advice that helps prevent issues, resolve challenges efficiently and support confident decision-making.
Trusted by individuals and businesses of all sizes, from SMEs to multinational organisations, across the UK and Europe.

Award-winning employment law firm, recognised for its practical and proactive advice.
By drawing on expertise from across the firm, we provide coordinated advice that considers the wider legal, commercial and personal implications.

Sexual harassment in the workplace

Sexual harassment covers a wide range of unwanted conduct of a sexual nature. It does not have to be physical, and it may be a one-off incident or ongoing behaviour. Common examples include:

Unwelcome sexual advances or propositions
Inappropriate comments, jokes or gestures of a sexual nature
Displaying or sharing sexually explicit materials
Unwanted touching or physical contact
Intrusive questions about someone’s private life
Conduct that creates an intimidating, hostile or humiliating environment

Sexual harassment can occur in any workplace setting, at any level of seniority, and can involve colleagues, managers, clients or contractors.

Our sexual harassment services

Boyes Turner’s employment team offers comprehensive legal support for both employers and employees, including:

Advising employees on their rights, options and potential claims.
Representing employees in internal investigations, grievance processes and Employment Tribunal proceedings.
Advising employers on handling complaints and disciplinary procedures fairly and lawfully.
Drafting and reviewing anti-harassment and equal opportunities policies.
Providing HR and management training on preventing harassment and promoting an inclusive culture.
Conducting independent workplace investigations into harassment allegations.
Supporting organisations with crisis management, communications and reputational protection.

Sexual harassment at work FAQs

What counts as sexual harassment at work?

Under the Equality Act 2010, sexual harassment is any unwanted conduct of a sexual nature that has the purpose or effect of violating someone’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment. It can include physical, verbal or non-verbal behaviour. The intention of the person responsible is not the key factor, what matters is how the behaviour is experienced and its impact on the recipient.

Can I make a sexual harassment claim against my employer?

Yes. Employers have a legal duty to protect staff from sexual harassment. If your employer fails to take reasonable steps to prevent or address harassment, you may be able to bring a claim against them in the Employment Tribunal. In some cases, claims can also be made directly against the individual harasser. Early legal advice is key to assessing your potential claim and ensuring the correct steps are taken within the time limits.

How can employers prevent sexual harassment in the workplace?

Employers must take all reasonable steps to prevent harassment, which includes having clear policies, providing regular training, promoting a culture of respect, and responding promptly and effectively to complaints. Employers that cannot show they have taken such steps may be held legally liable for harassment that occurs within their organisation.

Can employers be held liable for harassment between employees?

Yes. Under the Equality Act 2010, employers can be held vicariously liable for acts of sexual harassment committed by one employee against another during the course of employment. This means that even if the employer did not directly condone or know about the behaviour, they may still be legally responsible for it.

The only defence available to an employer is to show that they took all reasonable steps to prevent harassment from occurring. This typically includes having clear and up-to-date anti-harassment policies, providing regular equality and diversity training, and taking prompt, effective action when complaints arise.

If an employer cannot demonstrate these proactive measures, they may face significant legal and reputational consequences, including Employment Tribunal claims and compensation awards. Boyes Turner’s employment solicitors help employers put these safeguards in place, and support employees in holding organisations accountable where appropriate.

As an employer - Why do I need specialist sexual harassment services?

While HR teams play a crucial role in managing day-to-day employee relations, sexual harassment allegations raise complex legal, procedural and reputational issues that often require specialist legal expertise. A solicitor provides independent, confidential advice that ensures every stage of your process is legally compliant and defensible if challenged.

Boyes Turner’s employment solicitors support HR and management teams by offering clear, objective guidance on investigation procedures, disciplinary action, and communications. We help you balance fairness with risk management, ensuring that any response is proportionate, well-documented and aligned with your legal obligations under the Equality Act 2010.

Engaging a specialist solicitor also provides valuable reassurance to all parties involved, demonstrating that the organisation takes the matter seriously, is acting impartially, and is committed to maintaining a safe and respectful workplace culture.

As an employee - Why should I use a specialist solicitor instead of HR?

While HR teams can assist with internal procedures, they represent the employer’s interests and cannot provide independent advice. A specialist solicitor offers confidential, impartial and expert legal guidance tailored to your situation.

At Boyes Turner, we ensure your rights are protected, procedures are properly followed, and your case is managed with professionalism and sensitivity.

What should I do if I (or an employee) experience sexual harassment at work?

It is important to keep detailed records of what has happened, including dates, times, witnesses and any evidence such as emails or messages.

Where appropriate, raise the issue with your line manager, and make a formal complaint through your employer’s grievance or HR procedure. You should also seek legal advice as early as possible to understand your options, protect your position and ensure the correct processes are followed.

How long does someone have to bring a sexual harassment claim?

The usual time limit for bringing a claim in the Employment Tribunal is three months less one day from the date of the last incident of harassment. However, before submitting a claim, they must first notify ACAS and start the Early Conciliation process, which can affect the time limits. It is therefore important to seek legal advice promptly so deadlines are not missed.

Contact us

If you have any questions or would like advice on a related matter, please complete the form and one of our experts will be in touch as soon as possible.

Rather give us a call:

0118 959 7711

Why use our sexual harrasment solicitors?

Award-winning employment law firm

Boyes Turner was named Employment Law Firm of the Year 2025 by Personnel Today in recognition of the strength of our expertise, and particularly our innovative approach to supporting clients with their obligations under the Worker Protection Act. Our Preventing sexual harassment risk assessment, training and support package for employers, is helping organisations proactively manage risk and support safer, more inclusive workplaces.

Highly experienced in employment and discrimination law

Our employment solicitors have extensive expertise in advising on complex sexual harassment and discrimination cases. We stay fully up to date with the latest legal developments and case law to ensure you receive precise, current and strategic legal advice. This enables you to act confidently and avoid the procedural and reputational risks associated with these sensitive matters. We take the time to understand your situation, objectives and sensitivities, whether you are an individual seeking justice or an employer protecting your people and business. Our advice is always pragmatic, outcome-focused and delivered with empathy and discretion.

We are a leading law firm

Boyes Turner is recognised as a leading UK law firm by legal directories, Chambers UK and The Legal 500. These rankings are based on independent research and client feedback, reflecting our proven expertise, outstanding results, and trusted reputation. As a full-service firm, we coordinate employment advice with other guidance from our specialist teams such as corporate, data protection, reputation management and dispute resolution, providing seamless support across all legal needs.