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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.

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 and supporting employers on their legal obligations to prevent sexual harassment in the workplace
  • Analysis and preparation of bespoke risk assessments to help employers comply with their duty under the Worker Protection Act 2024
  • 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, executive leadership and management training on preventing harassment and promoting inclusive culture.
  • Providing Active Bystander training to employees to help to create and support a “Speak up” culture.
  • Conducting independent workplace investigations into harassment allegations.
  • Supporting organisations with crisis management, communications and reputational protection.

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Sexual harassment 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.

What legal obligations do employers have to prevent sexual harassment in the workplace?

Employers must take all reasonable steps to prevent harassment, which includes analysing the risk and taking proactive steps to prevent that risk. These include as a first step carrying out a risk assessment, 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 undertaking a risk assessment, having clear and up-to-date anti-harassment policies, providing regular, up to date and comprehensive 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 and investigation by the Equalities and Human Rights Commission, which can take steps to enforce compliance

Boyes Turner’s employment solicitors can help employers put these safeguards in place, and help them create safer and more inclusive workplaces to support employees.

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 the preventative steps that should be undertaken to ensure your workplace is safe and free from sexual harassment. This includes preparation of risk assessments, assisting with 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.

Why use our sexual harassment solicitors?

  • 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.
  • Tailored, practical and sensitive solutions: Every case is unique. 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.
  • Strategic, coordinated approach: Our solicitors work collaboratively with HR professionals, senior management and external investigators where appropriate to ensure that every aspect of the matter is handled lawfully, fairly and efficiently. For employers, we also coordinate with your internal policies, training and risk management frameworks to provide an integrated response that prevents recurrence.
  • Recognised, full-service leading law firm: Boyes Turner is consistently ranked as a leading employment law firm by Chambers UK and The Legal 500. Our position as a full-service firm means that we can seamlessly support you across related legal areas such as corporate governance, data protection, or dispute resolution. Whatever your needs, you benefit from comprehensive legal protection and a joined-up approach across your organisation.

     

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