10 Questions to Test Your Workplace Sexual Harassment Compliance

Can You Demonstrate That Your Business Has Taken "All Reasonable Steps"?

Recent changes in employment law have increased employers' obligations to take proactive steps to prevent sexual harassment in the workplace. This includes considering risks arising from customers, clients, contractors, guests and other third parties.

Answer the following questions honestly.

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1. Do you have a standalone Anti-Harassment and Sexual Harassment Policy?

We do not have a policy specifically covering sexual harassment.

Sexual harassment is covered within another policy or guidance.

We have a standalone policy covering harassment and sexual harassment that is communicated to employees.

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2. Has your policy been reviewed within the last 12 months?

The policy has not been reviewed within the last 12 months.

The policy has been reviewed informally or is due for review.

The policy has been formally reviewed within the last 12 months.

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3. Have all employees received training on preventing sexual harassment?

We have not provided training.

We have provided training to some employees.

We have trained all employees and maintain attendance records.

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4. Have managers received additional training on recognising, preventing and responding to complaints?

Managers have not received specific training.

Some managers have received training.

All managers have received training and understand their responsibilities.

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5. Have you carried out a workplace sexual harassment risk assessment?

We have not assessed workplace risks.

We have considered risks, but they have not been formally documented.

We have completed and documented a sexual harassment risk assessment.

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6. Have you assessed harassment risks arising from customers, clients, guests, contractors or other third parties?

We have not assessed third-party risks.

We are aware of some risks but have not formally assessed them.

We have assessed third-party risks and implemented appropriate controls.

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7. Do employees know how to report concerns confidentially and without fear of retaliation?

There is no clear reporting process.

A reporting process exists, but awareness or confidence may be limited.

Employees know how to report concerns and can do so confidentially.

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8. Do you investigate complaints promptly and consistently?

We do not have a formal investigation process.

Complaints are investigated, but there is no consistent documented approach.

We have a documented process and investigate complaints consistently.

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9. Have you identified higher-risk situations within your workplace?

Examples:

lone working

night working

alcohol-related environments

customer-facing roles

social events

delivery areas

stock rooms

hotel rooms or guest areas

We have not identified higher-risk situations.

We are aware of some higher-risk situations but have not documented them.

We have identified and assessed higher-risk situations within the workplace.

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10. If challenged in an Employment Tribunal, could you produce evidence demonstrating the preventative steps you have taken?

Examples:

policies

training records

risk assessments

communications to staff

management guidance

investigation records

We would struggle to provide evidence.

We could provide some evidence, but records may be incomplete.

We maintain clear records of the preventative steps we have taken.

10 Questions to Test Your Workplace Sexual Harassment ComplianceCan You Demonstrate That Your Business Has Taken "All Reasonable Steps"?

Question Title

* 1. Do you have a standalone Anti-Harassment and Sexual Harassment Policy?

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* 2. Has your policy been reviewed within the last 12 months?

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* 3. Have all employees received training on preventing sexual harassment?

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* 4. Have managers received additional training on recognising, preventing and responding to complaints?

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* 5. Have you carried out a workplace sexual harassment risk assessment?

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* 6. Have you assessed harassment risks arising from customers, clients, guests, contractors or other third parties?

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* 7. Do employees know how to report concerns confidentially and without fear of retaliation?

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* 8. Do you investigate complaints promptly and consistently?

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* 9. Have you identified higher-risk situations within your workplace?Examples: lone working night working alcohol-related environments customer-facing roles social events delivery areas stock rooms hotel rooms or guest areas

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* 10. If challenged in an Employment Tribunal, could you produce evidence demonstrating the preventative steps you have taken?Examples: policies training records risk assessments communications to staff management guidance investigation records

10 Questions to Test Your Workplace Sexual Harassment Compliance

Can You Demonstrate That Your Business Has Taken "All Reasonable Steps"?

1. Do you have a standalone Anti-Harassment and Sexual Harassment Policy?

2. Has your policy been reviewed within the last 12 months?

3. Have all employees received training on preventing sexual harassment?

4. Have managers received additional training on recognising, preventing and responding to complaints?

5. Have you carried out a workplace sexual harassment risk assessment?

6. Have you assessed harassment risks arising from customers, clients, guests, contractors or other third parties?

7. Do employees know how to report concerns confidentially and without fear of retaliation?

8. Do you investigate complaints promptly and consistently?

9. Have you identified higher-risk situations within your workplace?

Examples:

lone working

night working

alcohol-related environments

customer-facing roles

social events

delivery areas

stock rooms

hotel rooms or guest areas

10. If challenged in an Employment Tribunal, could you produce evidence demonstrating the preventative steps you have taken?

Examples:

policies

training records

risk assessments

communications to staff

management guidance

investigation records