Prevention of Sexual Harassment
Meeting your new preventative duty under the Worker Protection Act 2023. What the law requires, what 'reasonable steps' means in practice, and how to build a culture that prevents harassment before it happens.
The preventative duty is here
Since October 2024, employers have a legal duty to take reasonable steps to prevent sexual harassment in the workplace. This is not optional. Tribunals can now uplift compensation by up to 25% where an employer has failed to meet this duty. Ignorance is not a defence.
This course goes beyond awareness. It gives managers and leaders a practical understanding of what the preventative duty requires, what constitutes harassment under the law, how to respond when issues are raised, and how to build the kind of workplace culture where harassment is genuinely less likely to occur.
Read more: treating complaints as intelligence rather than inconvenience.
What this course covers
The legal framework
The Worker Protection Act 2023, the Equality Act 2010, and what 'reasonable steps' means in the context of your organisation.
What constitutes harassment
The legal definitions, the distinction between harassment and banter, unwanted conduct, the reasonable person test, and third-party harassment.
The preventative duty in practice
Risk assessment, policy review, reporting mechanisms, and the practical steps that demonstrate compliance.
Responding to complaints
How to handle a complaint properly — initial response, investigation, and the importance of taking every report seriously.
Culture and leadership
Why policies alone are not enough. How management behaviour, tone from the top, and everyday decisions shape whether harassment is tolerated or prevented.
Who this is for
- All managers — the preventative duty requires that managers understand their role in preventing harassment
- HR professionals who need to advise on compliance with the new duty and review existing policies
- Senior leaders responsible for organisational culture and compliance strategy
Common questions
Is this training legally required?
Training is not explicitly mandated by the legislation, but the EHRC guidance makes clear that training managers and staff is one of the 'reasonable steps' employers are expected to take. An employer that has not trained its managers will struggle to demonstrate compliance if challenged.
Does this cover third-party harassment?
Yes. The course covers the employer's responsibilities regarding harassment by third parties such as clients, customers, and contractors — an area many organisations overlook.
Can this be tailored to our sector?
Yes. We tailor scenarios and examples to your industry and working environment — the risks in hospitality are different from those in an office, a warehouse, or a remote-working context.
Related courses
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