Recognise it. Respond to it. Help prevent it.
Sexual harassment can happen in any workplace. From inappropriate comments and unwanted messages to unwelcome physical contact, its impact can be significant – affecting people’s wellbeing, confidence and sense of safety at work.
On 30 October 2026, important changes to employment law will strengthen employers’ responsibilities to prevent harassment.
For organisations of every size, this is an opportunity to look beyond policies and procedures and consider what meaningful prevention looks like in practice.
What’s changing on 30 October?
Under the Worker Protection (Amendment of Equality Act 2010) Act 2023, employers have been required since October 2024 to take reasonable steps to prevent sexual harassment at work.
The Employment Rights Act 2025 strengthens this duty.
From 30 October 2026:
- Employers must take all reasonable steps to prevent sexual harassment of their employees.
- New protections address harassment by third parties, including customers, clients, contractors and service users.
- Organisations will need to consider the risks their employees face and the preventative measures appropriate to their workplace.
What constitutes all reasonable steps will depend on the organisation, its activities and the risks involved.
The emphasis is clear: preventing harassment means taking proactive action, rather than waiting until an incident occurs.
Sexual harassment isn’t always obvious
Sexual harassment can take many forms. It might involve unwanted sexual comments, inappropriate jokes, repeated advances, sexual images or messages, or unwanted physical contact.
It can happen in an office, on a factory floor, during a work-related social event, while travelling for work or through online communications.
It can also involve people outside the organisation.
Recognising these behaviours – and understanding their impact – is an important first step towards preventing them.
Why workplace culture matters
A policy is important, but it cannot create a respectful workplace on its own.
Employees also need to understand what sexual harassment is, how to recognise inappropriate behaviour, how to raise concerns and what to do if they witness harassment.
Managers need to respond appropriately, and organisations need reporting processes that people understand and feel able to use.
Training can help build this shared awareness and confidence, as part of a wider organisational approach to prevention.
Introducing Purple Leaf’s Sexual Harassment in the Workplace training
Developed by Purple Leaf, the training and education service of West Mercia Rape & Sexual Abuse Support Centre (WMRSASC), our online course draws on decades of specialist experience supporting survivors of sexual violence and abuse.
Designed to be accessible and practical, the course helps learners:
- Recognise different forms of sexual harassment.
- Understand its impact on individuals and workplace culture.
- Explore how to respond appropriately to concerns.
- Understand the importance of reporting and prevention.
- Contribute to a safer, more respectful working environment.
Who is the course for?
The training is suitable for employees, managers, HR professionals, business owners and organisations seeking to strengthen workforce awareness of sexual harassment.
It can be particularly useful for organisations reviewing their approach to prevention in light of the strengthened legal duties.
Flexible online learning
£36 per learner | Approximately 40–50 minutes | Three months’ access | Certificate available
The course can be completed online, making it straightforward for organisations to incorporate into staff learning and development.
Why choose Purple Leaf?
Purple Leaf is part of WMRSASC, a specialist organisation with 40 years’ experience supporting survivors of sexual violence and abuse.
Our training is informed by frontline practice and an understanding of the impact sexual harassment and sexual violence can have on individuals.
We believe effective prevention begins with awareness, understanding and a willingness to challenge harmful behaviour.
Take a proactive approach
The strengthened legislation provides an important opportunity for organisations to review how they prevent and respond to sexual harassment.
Training alone does not establish legal compliance, but helping staff recognise sexual harassment and understand how to respond is an important part of a wider prevention strategy.
Recognise it. Respond to it. Help prevent it.