The importance of effective sexual harassment policies – Understanding the new landscape in 2025

With the Worker Protection (Amendment of Equality Act) Act 2023 now in force, employers must take reasonable steps to prevent sexual harassment in the workplace.

So, what does an effective sexual harassment policy actually look like in 2025?

What should I include in my sexual harassment policy?

Most firms already have a policy in place, but an effective policy requires more than just words on paper.

The policy needs to be practical, accessible, and proactively enforced across the business.

To help you create an effective sexual harassment policy, we’ve outlined the key elements you need to consider below:

1. Clear definitions and examples

Your policy should explicitly define what constitutes sexual harassment, providing clear, real-world examples.

Examples should cover:

• Verbal harassment (comments, jokes, innuendos)
• Non-verbal harassment (gestures, suggestive looks)
• Physical harassment (unwanted touching, blocking movement)
• Digital harassment (unwelcome messages, inappropriate and unsolicited images)

Employees must understand that harassment isn’t always blatant – it can be subtle, insidious, and even unintentional.

2. A straightforward reporting process

What does your current sexual harassment reporting process look like? If it’s overly complicated or intimidating, people won’t come forward when they need to.

Your policy should make it as easy as possible for employees to report concerns by:

• Offering multiple reporting channels, such as HR, line managers, and anonymous reporting tools.
• Guaranteeing confidentiality and protection from retaliation.
• Laying out exactly how complaints will be handled, including timelines for response and resolution.

People need to trust that their concerns will be taken seriously, properly investigated, and resolved without unnecessary delays.

3. Training that reinforces understanding

Policies are ineffective if employees don’t understand them. Regular, interactive training ensures that:

• Employees recognise inappropriate behaviour and their role in preventing it
• Managers know how to handle reports and respond appropriately
• The organisation upholds a culture where speaking up is genuinely encouraged and supported

Training should be an ongoing process, not just a one-off session, ensuring that knowledge remains fresh and applicable.

4. Leadership accountability

Senior management needs to do more than just sign off on the policy – they need to live by it (otherwise, it won’t work).

• Set the standard by maintaining a respectful workplace culture every day.
• Show a real commitment to enforcing the policy, not just when issues arise.
• Regularly review and update the policy based on employee feedback and evolving best practices to ensure it stays relevant and effective.

A strong, enforced policy applies to everyone, regardless of rank or seniority, ensuring a fair and respectful workplace for all.

5. A culture of prevention, not just reaction

Preventing sexual harassment isn’t just about dealing with incidents after they occur – it’s about creating an environment where harassment is less likely to happen in the first place.

Your policy should:

• Encourage open discussions about workplace respect and behaviour
• Include regular risk assessments to identify potential issues before they escalate
• Promote an inclusive culture where everyone feels safe and valued

Prevention should always be the priority. If you’re reacting, the harm has already been done and can’t be undone – but it can be a lesson for the future.

Enforcing your sexual harassment policy

Firms must embed these principles into everyday operations, ensuring that every employee understands their rights and responsibilities.

Otherwise, it’s not worth the piece of paper it’s written on.

Need expert guidance?

At The Professional Alternative, we specialise in delivering expert-led sexual harassment prevention training that is practical, engaging, and relevant.

Our three-module certificated training course is designed to help your firm meet its obligations under the Worker Protection Act 2023 and enforce a safer workplace for everyone.

Through real-world case studies, key resources, and practical risk assessment guidance, our course provides employees with the essential knowledge requested to tackle harassment before it escalates.

Please don’t wait until it’s too late!

Ignoring this issue isn’t just a compliance risk – it’s a reputational and moral failure.

Take action now to protect your workforce and your business.

Find out more about our tailored policy development and training solutions by booking a demo today.