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View full libraryThis Preventing Sexual Harassment in the Workplace Risk Assessment provides a structured way to identify, assess and control workplace risks that could contribute to sexual harassment. It helps employers consider the working environment, workplace culture, reporting arrangements, management practices and other factors that may increase the risk of sexual harassment occurring.
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Risk assessment details
| Assessment date: | [yyyy-mm-dd] |
| Department / area: | [details] |
| Completed by: | [name / job title] |
| Review date: | [yyyy-mm-dd] |
Risk assessment
| Risk area | Potential risk / concern | Existing controls | Further action required |
| Workplace culture and behaviour | Consider whether workplace attitudes, behaviours, language, humour or informal practices could contribute to sexual harassment. | [Existing controls] | [Further action / owner / target date] |
| Power and reporting relationships | Consider whether differences in seniority, authority or influence could make employees reluctant to challenge inappropriate behaviour or raise concerns. | [Existing controls] | [Further action / owner / target date] |
| Lone working | Consider whether employees work alone or in circumstances where inappropriate conduct may be less visible or more difficult to report. | [Existing controls] | [Further action / owner / target date] |
| Work-related social events | Consider risks associated with parties, celebrations, travel, social events or other activities connected with work. | [Existing controls] | [Further action / owner / target date] |
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This Preventing Sexual Harassment in the Workplace Risk Assessment provides a practical framework for assessing the risk of sexual harassment and identifying measures that can help prevent it. It encourages employers to consider the particular circumstances of their workplace rather than relying solely on general policies or training.
The assessment helps employers consider situations, behaviours, working arrangements and workplace environments that could increase the risk of sexual harassment. This can include lone working, social events, customer-facing roles, workplace culture, power imbalances and inappropriate use of communications technology.
Employers can record the measures already in place to prevent sexual harassment, such as policies, training, reporting channels, management oversight and standards of behaviour. The assessment can then identify where existing controls may need to be strengthened.
Employees should know how to raise concerns and understand that concerns will be taken seriously. The assessment provides an opportunity to consider whether reporting routes are accessible, whether managers know how to respond and whether employees feel able to raise concerns without fear of inappropriate treatment.
Where risks are identified, the assessment can be used to record practical actions, responsible individuals and target dates. Preventative measures should reflect the actual risks identified rather than relying on generic statements that do not address the workplace's particular circumstances.
The assessment should be reviewed periodically and when circumstances change. New working arrangements, incidents, complaints, organisational changes or feedback from employees may identify additional risks that need to be considered and addressed.
Related HR resources and workflow
Explore the HR resources that may be relevant before and / or after using the Preventing Sexual Harassment in the Workplace Risk Assessment form, helping you understand the wider process, maintain appropriate documentation and follow a consistent approach.
Our Workplace Harassment Prevention policy ensures a respectful, secure work environment by defining unacceptable behaviours and the actions to address them.
Our Understanding the Worker Protection (Amendment of Equality Act 2010) Act 2023 training session script template equips trainers with a framework to run a course to help managers and supervisors understand new sexual harassment protection rules.
Use these best practice actions, recommended timescales and process stages to understand when and how the Preventing Sexual Harassment in the Workplace Risk Assessment form should be used, helping ensure each step is handled consistently and appropriately documented.
Understand the common mistakes to avoid when using this HR template, helping you reduce risk, prevent unnecessary costs and ensure the process is handled correctly.
The employer is responsible for ensuring that suitable steps are taken to prevent sexual harassment. In practice, the assessment will normally be completed by HR, a manager or another competent person who understands the workplace and its risks, with appropriate employee input where useful.
It should consider the actual circumstances of the workplace, including working environments, workplace culture, management practices, power imbalances, lone working, work-related social events, customer interactions and reporting arrangements. The relevant risks will vary between organisations.
Employers have a legal duty under the Equality Act 2010, as amended by the Worker Protection (Amendment of Equality Act 2010) Act 2023, to take reasonable steps to prevent sexual harassment of employees in the course of their employment. A risk assessment is a practical way of helping an employer identify and address the risks relevant to its workplace.
There is no single statutory review interval that applies to every employer. It should be reviewed regularly and whenever there is a relevant change, complaint, incident, employee feedback or other information indicating that the risks or preventative measures may have changed.
No. Training can form part of an employer's preventative approach, but it should sit alongside appropriate policies, reporting arrangements, management action, workplace standards and other measures that address the risks identified.
AI can generate a generic risk assessment, but HRDocBox provides structured, UK-focused HR documentation designed around practical workplace requirements. This assessment provides prompts for considering the specific risks of sexual harassment, recording existing controls and identifying preventative actions that can be reviewed over time.
How this content is developed and reviewed
The Preventing Sexual Harassment in the Workplace Risk Assessment form template is developed using a practical HR methodology that considers current UK employment legislation, ACAS guidance, CIPD good practice and the real-world HR process it supports. Templates and supporting information are regularly reviewed and updated, with additional reviews triggered by significant changes to legislation, guidance or established HR practice, helping ensure each document remains practical, relevant and suitable for UK employers.
Darryl Horn, Chartered HR Director
Darryl is a Chartered HR professional with over 25 years' experience in senior HR and employee relations roles.
He has extensive practical experience of managing equal opportunities HR processes and founded hrdocbox to provide businesses with practical, professionally developed HR resources grounded in UK employment law and best practice.
HRDocBox has been creating practical UK HR documents since 2009.
"Darryl provides support and advice with excellent judgement, and has a strong understanding of people, policies and UK employment legislation."
"He is someone I trust; consistent, dependable, and committed to doing things properly."
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