Sexual harassment complaints and allegations

Employees in the UK are increasingly aware of their rights concerning sexual harassment at work and feel better equipped to address it. The introduction of the new duty to prevent sexual harassment, which came into force in October 2024, has played a significant role in this shift. The duty requires employers to take proactive steps to prevent harassment, leading to a greater sense of empowerment among employees.

Support with workplace harassment complaints

Amid the rising awareness around sexual harassment, it has become crucial for employers to adopt a proactive and robust approach to dealing with such issues in the workplace. Despite this, some employers still fail to address sexual harassment effectively, leaving many employees – both men and women – vulnerable.

Employers can be held liable for sexual harassment committed by their employees. To mitigate this risk, they must take ‘reasonable steps’ to guard against harassment, as mandated by the new duty to prevent sexual harassment. The duty requires that employers adopt proactive measures to address harassment by not only their employees but also third parties, such as clients or customers, and that they implement processes to protect employees from such incidents.

It is crucial for employees who have experienced sexual harassment to understand their rights and the steps that can be taken to address the situation. They have the right to report the breach if they believe their employer has failed to meet its duty. Employers are legally obligated to investigate complaints thoroughly and take appropriate action to prevent further harassment. If the complaint is not being handled properly, or the harassment continues, consulting an employment lawyer can help identify the most effective course of action.

They provide an exceptional level of support and advice, relating to some very complex employment law matters.

For employees facing allegations of sexual harassment, the consequences can be severe, including significant and lasting career and reputational damage. Employers are required to conduct a fair and thorough investigation before taking any disciplinary action. Throughout this process, employees have the right to be treated fairly and should consider seeking professional legal advice to help navigate the complexities of the situation.

Whether you are lodging a complaint or defending against one, the employment team at Penningtons Manches Cooper features some of the UK’s highest-ranked employment lawyers with the expertise to guide you through every stage of this challenging process.

How we help our clients

Guiding you through the process of raising your complaint

Advising on allegations, potential outcomes and strategies for managing them

Submitting your claim, the tribunal process and settlement negotiations

Supporting you through the investigation and any disciplinary process

Useful resources

Guide to directors’ duties

DSAR support service – manage DSARs efficiently, accurately and cost effectively

They are quickly able to get to grips with complex matters and to provide practical guidance. As well as providing legal advice, they provide useful market information.

The team have a holistic approach to giving advice and providing support. They have a strategic and empathetic approach to problem solving.

Recent work highlights

Settlement negotiation to avoid claim

Acting for a partner on her potential claim for sex based harassment and discrimination, successfully reaching a settlement prior to issuing her claim.

Post-dismissal advice for senior executive

Advising a senior executive on the implication of his dismissal for gross misconduct following sexual harassment allegations, including advice on deferred bonus, reputational management, FCA disclosure obligations and subsequent regulatory reference implications.

VP discrimination and harassment claims

Providing guidance to a vice president on sex discrimination and sexual harassment claims against one of the executive team, including raising a grievance and successfully negotiating an exit and compensation package.

Defence of sexual harassment claim

Acting for a contractor in defending a claim of sexual harassment and successfully settling the claim at an early stage of tribunal proceedings.

Support with grievance and disciplinary process

Advising on the correct process to be followed over allegations of sexual harassment against a senior manager by one of their direct reports. This included guidance on the grievance and disciplinary process and on referrals to appropriate regulatory authorities.