Practical, people‑first support to help UK employers meet their preventative duty, confidently and lawfully.
Are you a UK employer?
Are you clear on your responsibilities under the Worker Protection Act?
Are you taking reasonable steps to prevent sexual harassment, not just responding to it?
The Worker Protection Act places a preventative duty on employers. That means waiting for incidents to happen is no longer enough. Employers must take proactive, reasonable steps to stop sexual harassment before it occurs.
Knowing what constitutes sexual harassment.
What “reasonable steps” look like in real workplaces.
Recognise the legal and cultural risks of inaction.
Equip managers and teams to challenge behaviour early.
Understand the Worker Protection Act in clear, plain English.
Identify the difference between “banter” and unacceptable behaviour.
Know the implications of failing to take reasonable steps.
Ensuring individual and organisational are aware of their responsibilities.
Build a safety‑first, psychologically safe culture.
Compliance is the baseline. Culture is the outcome.
We already support organisations through practical, facilitated workshops that align directly with the Worker Protection Act. These sessions focus on real behaviour, real scenarios and real confidence, not tick‑box training.
The Worker Protection Act places a new preventative duty on UK employers to take reasonable steps to prevent sexual harassment at work. This means organisations must act before incidents happen, not just respond after the fact.
The preventative duty comes into force in October 2024. From that point onwards, employers are expected to demonstrate that they have taken reasonable, proactive steps to prevent sexual harassment.
There is no single checklist. However, reasonable steps typically include:
What’s considered reasonable may vary depending on your size, sector and risk level.
Training isn’t explicitly named in the legislation, but it is widely recognised as one of the key ways employers can demonstrate they’ve taken reasonable steps — particularly training that focuses on behaviour, prevention and real-life scenarios.
No. The Worker Protection Act applies to all UK employers, regardless of size. What counts as “reasonable” will look different for a small business compared to a large organisation — but the duty still applies.
Previously, employers were expected to respond appropriately after harassment occurred. The Worker Protection Act strengthens this by introducing a proactive duty to prevent harassment in the first place.
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Our workshops focus on:
They are designed to support both legal compliance and culture change.
Often, yes. Training works best alongside clear, up-to-date policies that reflect current expectations and legal duties. Many organisations choose to review their policies alongside training to ensure everything aligns.
No. Our work focuses on education, behaviour and culture. We help organisations understand their responsibilities and take meaningful action, but we don’t replace legal advice.
The best place to start is a conversation. We’ll help you think through your organisation, your risks, and what reasonable steps look like for you — without judgement or pressure.
Failing to act doesn’t just increase legal risk. It damages trust, culture and retention. Proactive education helps people understand expectations, speak up earlier and prevent harm, before it escalates.
