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Our managers guide to reducing workplace sexual harassment equips you with a structured framework for effective use.
Introduction
As of 26 October 2024, the Worker Protection (Amendment of Equality Act 2010) Act 2023 requires employers to take all reasonable steps to prevent workplace sexual harassment. Managers play a critical role in fulfilling this duty, helping create a safe, respectful environment that supports every employee’s well-being and productivity.
Familiarise Yourself with the Policy
Ensure you understand your organisation’s anti-harassment policy, including the definitions of harassment and the complaint procedures. Review it periodically to stay up to date with any amendments.
Clearly Communicate Expectations
Make it clear to your team that harassment of any kind is unacceptable. Reinforce this message in team meetings, one-on-ones, and onboarding sessions for new hires. A respectful and harassment-free workplace should be central to your team’s values.
Model Respectful Behaviour
Lead by example. Show that respectful behaviour is the norm by treating everyone—staff, clients, and customers—with dignity. By modelling respect, you set a standard for others to follow.
Encourage Open Communication
Foster an environment where team members feel comfortable discussing issues or concerns. Assure your team that they can speak up without fear of retaliation, and provide a safe space for feedback on workplace culture.
Conduct Regular Training
Ensure that all team members, including temporary and contract workers, complete mandatory anti-harassment training. Training should be engaging and tailored to the team’s specific work environment, ensuring everyone understands acceptable behaviour and reporting protocols.
Personalise Training for Your Team
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The Guide to Reducing Workplace Sexual Harassment for Managers offers managers essential strategies and best practices to prevent and address harassment in the workplace. It provides practical steps to foster a respectful culture, reinforce zero-tolerance policies, and ensure staff feel safe reporting concerns without fear of retaliation.
By following this guide, managers can better understand their role in creating a harassment-free environment, responding effectively to issues, and supporting victims. It emphasises proactive engagement, including training, clear communication, and prompt action, to uphold a safe and inclusive workplace.
Related HR resources and workflow
Explore the HR resources that may be relevant before and / or after using the Managers guide to reducing workplace sexual harassment, 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.
Yes. This template has been designed for organisations of all sizes, including small businesses, charities and growing employers. It follows UK employment law best practice and can be adapted to suit your organisation.
Our templates are developed with UK employment legislation, Acas guidance and HR best practice in mind and are reviewed and updated as relevant requirements change. However, every employment situation is different, so the template should be adapted to the circumstances and checked against the employee's contract and your organisation's procedures before use.
Yes, we highlight the areas of the document that you need to update with your own details, and where you need to make decisions to suit your situation. This saves you time and ensures that you meet best practice.
Yes. Once purchased, you'll be able to download it instantly. Templates are provided in editable format (such as .doc or .xls) so you can customise them easily, and in PDF format for easy sharing.
If you're looking for broader support, we also offer toolkits and library bundles that include the Managers guide to reducing workplace sexual harassment, along with other HR templates and policies for fully managing your situation. These may be more cost-effective if you need deeper advice.
AI can produce a document quickly, but effective HR documentation needs to be more than well-written words. It needs to reflect relevant UK employment law, HR best practice, practical considerations and the circumstances in which it will be used. These resources have been professionally developed around that wider HR context, drawing on extensive practical experience, rather than simply generating a generic document from a prompt.
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 processes and founded hrdocbox to provide businesses with practical, professionally developed HR resources grounded in UK employment law and best practice.
"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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