Acas urges employers to act now on sexual harassment

Workplace expert Acas is urging employers to adopt a proactive, zero-tolerance approach to sexual harassment.

Following the legal duty under the Worker Protection (Amendment of Equality Act 2010) Act 2023 and highlighted in the latest Acas guidance on workplace sexual harassment, UK employers are now legally required to take proactive, reasonable steps to prevent sexual harassment before it happens.

Waiting until an incident occurs is no longer just poor practice—it is a legal liability. Employment Tribunals have the power to uplift compensation awards by up to 25% if an employer fails in their duty to take reasonable preventative action.

In this guide, we break down Acas’s recommendations and explain how Inside Inclusion can help your organisation stay compliant, protect your workforce, and build a safe, respectful workplace culture.

The Scale of the Problem in UK Workplaces

Despite growing awareness, sexual harassment remains widespread across UK industries. According to data published by Acas:

• 14% of employers report having witnessed sexual harassment in their workplace.
• 6% of employees report witnessing sexual harassment at work.

As Acas Head of Inclusive Workplaces Julie Dennis highlights:

“Sexual harassment is unacceptable at work or anywhere else. Proper policies and training for managers can help eliminate the potential for sexual harassment to occur. They can also help foster environments where staff feel empowered to report any harassment.”

What Does the Legal Duty Require Employers to Do?

The law requires organisations to move from a reactive approach (handling complaints after they arise) to a proactive approach (identifying and reducing risks in advance).

This legal duty applies to harassment from colleagues, managers, and third parties such as clients, customers, and members of the public.

To meet these legal obligations, Acas recommends a four-step framework:

1. Assess Risks
   Identify potential high-risk scenarios, environments, power dynamics, and working arrangements across all areas of your organisation.
   
2. Implement Steps
   Put practical preventative measures, standalone policies, and clear reporting pathways in place to actively mitigate the identified risks.
   
3. Train & Communicate
   Educate all employees and managers on acceptable workplace behaviors, active bystander intervention, and how to safely report or handle disclosures.
   
4. Review & Audit
   Regularly evaluate the effectiveness of your policies and training, updating risk assessments continually to maintain a safe, compliant environment.

How Inside Inclusion Supports Your Organisation

Navigating legal duties and conducting sensitive risk assessments can be complex. At Inside Inclusion, we help employers bridge the gap between policy compliance and genuine cultural change.

How We Can Help:

• Sexual Harassment Risk Audits: We facilitate thorough, independent risk assessments tailored to your sector, working environment, and workforce structure.
• Bespoke Policy Review & Drafting: We review your existing HR policies to ensure they align with the latest Acas and EHRC guidance.
• Interactive Training Workshops: We deliver practical, scenario-based training for managers and staff to embed zero-tolerance standards across your organisation.
• Culture & Leadership Advisory: We support executive leaders and HR teams in creating psychologically safe reporting pathways and inclusive workplace cultures.

Protect Your Workforce and Your Organisation

Preventing sexual harassment is not just about avoiding tribunal penalties—it is fundamental to building a safe, inclusive, and high-performing workplace where every employee feels respected.

Take Action Today

Don’t wait for an incident to review your procedures. Contact Inside Inclusion today to book a consultation or request support with your sexual harassment risk assessment and staff training.