For too long, workplace sexual harassment was silently tolerated, poorly handled or brushed aside as “banter”.

Not anymore.

From October 2024, the Worker Protection Act placed a legal duty on employers to proactively prevent sexual harassment at work. (Read a summary here.)

Waiting until a complaint is made is not enough.

If the legal requirement isn’t enough to spur employers into action, the feedback from Acas shows the impact of the law change.

Enquiries to Acas about workplace sexual harassment rose by 39% in the first half of 2025, from 4,001 to 5,583 calls. Employees are more aware of their rights. However, many employers are woefully unprepared, despite the change in the law. Research shows that:

• Only 37% of employers surveyed had completed a valid risk assessment.
• 41% had not completed a sexual harassment assessment.
• A further 22% were unsure whether an assessment had been carried out.

(WorkNest, CIPD)

‘Employers need advice as many are unsure whether their current policies, training and workplace culture would stand up to scrutiny,’ says Emma Clack of Heneom HR in Stevenage and Welwyn, Herts. ‘To be honest, it’s rare to find a policy that’s watertight.’

It seems that awareness and action have increased … but mostly among employees. Business owners and HR teams need to catch up. Fast.

Leadership failure

Trade union Unite has also been conducting research. It found that one in four women said they had been sexually assaulted at work. 43% reported inappropriate physical contact at work. Even more concerning, a third said their employer did not have a clear zero-tolerance approach to harassment.

This feedback suggests toxic cultures are still common. It shows workplaces exist where inappropriate comments are ignored and complaints are minimised. Often, managers avoid difficult conversations. Ultimately, employees lose trust in the reporting process.

The cost of doing nothing

Failing to proactively prevent workplace sexual harassment carries enormous costs for businesses, beyond the financial consequences. Potential tribunal claims and compensation uplifts of up to 25% may arise from failing to meet legal obligations. The wider implications include damage to retention, morale, productivity, and reputation.

‘Employees expect visible action, safe reporting channels and trained managers,’ explains Emma. ‘It’s essential that employers challenge behaviour early, even when it’s uncomfortable. Taking responsibility before problems escalate is important.’

In a nutshell, prevention is no longer optional and  “we didn’t know” is not acceptable.

Are you doing enough to prevent sexual harassment in your workplace?

Do you have the right policies and procedures in place?

Make the move from reaction to prevention. Talk to Emma at Heneom HR for a helpful, straight-talking chat about taking a proactive stance against sexual harassment, without obligation. Your employees and your business will thank you.