Sexual harassment in the workplace: protecting your people, culture, and reputation

To view this service offering as a pdf, please click here.

Effectively tackling the issue of sexual harassment in the workplace has never been more important. For years, many employers have believed that a generic policy was sufficient. However, following recent legislative changes, employers are now required to be much more proactive and to take positive steps to prevent sexual harassment, and further changes proposed in the Employment Rights Bill are set to increase these obligations. Failure to act leaves employees feeling personally vulnerable and exposes employers to significant financial claims, reputational damage, loss of talent and possible intervention from the equalities watchdog. At Wedlake Bell, we understand that many employers want to do the right thing but don’t know where to start and this is where we can help. We provide tailored advice and support, including highly engaging and interactive training seminars and workshops, to ensure our clients’ commitment to these issues is more than just a box-ticking exercise.

How we help:

POLICY & RISK AUDITS

• Risk assessments aligned with EHRC guidance and best industry practice.
• Action plans tailored to your sector, workforce, and culture.
• Bespoke anti-harassment, equal opportunities, and grievance policies.

TRAINING & COACHING

• Engaging workshops for staff and leadership on expected workplace behaviours.
• One-to-one coaching for managers on accountability and behavioural impact.
• Board-level initiatives to drive cultural change.

INVESTIGATIONS

• Impartial, robust processes for handling complaints.
• Legal and strategic support or full investigation management.

DISPUTE RESOLUTION & LITIGATION

• Expert representation in disciplinary and grievance procedures, mediation, and tribunals.
• Commercially focused outcomes that protect your brand and workforce.

This article is for general information purposes only and does not constitute legal advice or a comprehensive statement of the law. Specific legal advice should always be sought in relation to individual circumstances.

Meet the team:

1. 

   • Adam Grant

   • Partner
   • Employment

   Visit Adam's profile
2. 

   • Stephen Ravenscroft

   • Partner
   • Employment

   Visit Stephen's profile
3. 

   • Jemma Pugh

   • Legal Director
   • Employment

   Visit Jemma's profile

View the whole team