Sexual Harassment of Workers Policy Template for UK Businesses
A sexual harassment worker policy is a version of the sexual harassment policy written specifically for workers and employees as an audience, rather than as a management procedure document. It explains what sexual harassment is, what behaviours are unacceptable, how to report concerns, and what protections are available to those who come forward. The EHRC guidance on the positive duty to prevent sexual harassment recommends making policies accessible and understandable to all staff.
Who Needs This Policy?
All UK employers should provide a worker-facing version of their sexual harassment policy. The EHRC technical guidance emphasises that policies must be communicated effectively to all staff — not just filed in an HR handbook. This version should be written in plain language, distributed to all workers during induction, and reinforced through regular training. It is particularly important in workplaces with customer-facing roles or those employing vulnerable workers.
What's Covered
This sexual harassment of workers policy template covers 11 key sections:
Purpose
This policy sets out the commitment of [your details] to preventing and addressing sexual harassment in the workplace. I...
Scope
This policy applies to all workers of [your details], including: - Employees (full-time, part-time, and fixed-term) - Ag...
Policy Statement
Sexual harassment is unlawful under the Equality Act 2010 and will not be tolerated by [your details]. A single incident...
What is Sexual Harassment
Sexual harassment is defined in section 26(2) of the Equality Act 2010 as unwanted conduct of a sexual nature that has t...
Whistleblowing and Sexual Harassment (ERA 2025)
The Employment Rights Act 2025 expands the whistleblowing framework to cover sexual harassment. From April 2026: - und...
Reporting Sexual Harassment
Any worker who experiences or witnesses sexual harassment should report it. Reports can be made to: - The worker's line...
Investigation and Outcomes
All formal complaints of sexual harassment will be investigated promptly, thoroughly, and fairly. The investigation will...
Support for Workers
[your details] will provide appropriate support to workers who report sexual harassment, including: - Separating the co...
Roles and Responsibilities
is responsible for: - Ensuring the preventative duty is met and all reasonable steps are taken to prevent sexual harass...
Related Policies
This policy should be read alongside the following policies: - Sexual Harassment Policy - Third-Party Sexual Harassment...
Review
This policy will be reviewed annually, or sooner if there are changes to legislation (including implementation of remain...
Legal Framework
This policy template is grounded in the following UK legislation and guidance:
- Worker Protection (Amendment of Equality Act 2010) Act 2023
- Equality Act 2010, ss.26, 40, 40A
- Employment Rights Act 2025 (whistleblowing expansion from April 2026)
- Public Interest Disclosure Act 1998 (Part IVA Employment Rights Act 1996)
- EHRC Technical Guidance on Sexual Harassment and Harassment at Work (2020, updated 2024)
How Complaiance Helps
Our sexual harassment of workers policy goes beyond a generic template:
- Written in accessible, plain-English language suitable for all staff levels
- Clear 'what to do if' guidance for both targets and bystanders of sexual harassment
- Explanation of protections against victimisation under section 27 of the Equality Act 2010
- Practical scenarios and examples that help workers identify unacceptable behaviour
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Get Started FreeFrequently Asked Questions
What should I do if I experience sexual harassment at work?
You can take several steps: tell the person to stop if you feel safe doing so, keep a record of what happened (dates, times, witnesses), report the behaviour to your manager, HR, or a designated contact, or use any anonymous reporting channel your employer provides. Your employer has a legal duty to take reasonable steps to prevent sexual harassment and must take your complaint seriously. You are protected from victimisation under section 27 of the Equality Act 2010.
Am I protected if I report sexual harassment?
Yes. Under section 27 of the Equality Act 2010, it is unlawful for your employer to subject you to a detriment because you have made or supported a complaint of harassment. This protection against victimisation applies even if the original harassment complaint is not upheld, provided you acted in good faith. If you are dismissed for raising a harassment complaint, it is likely to be automatically unfair and discriminatory.
What if the harassment comes from a customer or client?
Your employer has a duty to protect you from sexual harassment by third parties including customers, clients, service users, and members of the public. Under the Worker Protection Act 2023 (effective October 2024), employers must take reasonable steps to prevent sexual harassment from any source. You should report third-party harassment through the same channels as colleague harassment, and your employer is required to act on it.