Are you responding to sexual harassment complaints properly?

It was reported that approximately 40 per cent of women and 18 per cent of men have experienced sexual harassment at work in the last year.

With stats like that, it is highly likely that, as someone who works in HR or is a line manager, you will be approached with a sexual harassment complaint at some point in your career.

What we want to know is, if someone came to you with a complaint tomorrow, would you know how to handle it?

When you might be approached with a complaint

If somebody comes to you with a complaint about unwanted sexual advances at work, they have likely already attempted to resolve the issue informally with the individual themself.

Alternatively, they may feel the situation is far too serious to raise informally.

As part of your compliance with the requirement to prevent sexual harassment in the workplace, you should have a policy in place detailing to whom your team should direct their complaints.

Handling a sexual harassment complaint

Three of the main things to remember when a colleague approaches you with their grievance are to:

• Always take sexual harassment complaints seriously.
• Investigate the complaint as soon as possible (it’s not something to wait on and risk a repeat).
• Handle each case fairly and sensitively.

When discussing the case with the complainant, be careful with your words.

Saying things like “are you sure you want to submit a formal complaint”, or “are you sure you haven’t misinterpreted the situation” or implying that the process will be incredibly long may discourage them from pursuing the complaint or make them feel as though you don’t believe them.

With so many sexual harassment complaints going unreported as it is, the last thing you should want is to increase this number.

Never let your own views or feelings interfere with an investigation.

Just because you might know the accused party really well and think it is out of character for them or it is something you don’t personally find offensive, doesn’t mean you can write it off.

Steps to resolving sexual harassment complaints

As we’ve already mentioned, the first step in resolving a grievance is to acknowledge it and let the person know you are taking it seriously.

The next steps are typically as follows:

• Arranging immediate safety and support – Depending on the severity of the situation, immediate action, including temporary reassignment or separation from the alleged harasser, may be required.
• Plan your investigation – To get the full picture of what happened, you may need to identify and speak to possible witnesses, speak to the accuser and the accused to hear both sides and review any evidence, such as emails or CCTV footage.
• Maintain confidentiality – Emphasise to all parties the importance of discretion to protect the integrity of the investigation. Gossip is heavily discouraged!
• Evaluate findings objectively – Assess all evidence and consider credibility, consistency and corroboration when determining what likely occurred.
• Keep records of the process – Document all steps taken in case of potential legal scrutiny.
• Reach a conclusion and take action – Determine the outcome of the investigation and communicate this with the relevant parties. If disciplinary or corrective action is needed, make sure it’s enforced.

This is just a brief overview of the steps you will be expected to take when you are handling these complaints.

The exact process may vary between firms, depending on their internal policies and procedures.

Changes introduced by the Employment Rights Act 2025

The Employment Rights Act 2025 strengthens protections against sexual harassment in UK workplaces.

In October 2024, the Government introduced the first round of changes, requiring employers to take “reasonable steps” to prevent sexual harassment.

From April 2026, the law will class sexual harassment disclosures as “protected disclosures” under whistleblowing legislation.

This provides individuals with legal protection against retaliation and requires firms to treat these reports with the same care and seriousness as any other whistleblowing concerns.

Later this year, the Government will introduce further measures to strengthen employers’ duty to prevent sexual harassment and make them liable for harassment by third parties.

Learn how to respond to sexual harassment complaints

If you have taken on a role at your firm where you are responsible for responding to sexual harassment grievances, one of the best ways to ensure you are ready when the moment comes is to get proper training.

We offer multiple online courses, specifically designed for accountancy and legal professionals, including a Prevention of Sexual Harassment in the Workplace (with an annual refresher) and a specific Responding to Sexual Harassment Complaints course.

To find out more about our courses, book a demo with our team and we’d be happy to show you around.