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In recent years there has been an increase in awareness from all industries that harassment while at work is not acceptable, and that no-one should fear reprisals from speaking out or “blowing the whistle” on colleagues who have subjected them to degrading or offensive behaviour.
Encountering sexual harassment in the workplace can be a humiliating experience, and lead to a loss of self-confidence and mental distress, as can a failure on the part of an employer to adequately address harassment.
For advice on any employment law issue, we recommend completing our online enquiry form - by completing the form as fully as possible, it will allow us to assess your case much more efficiently to tell you whether we can assist and what funding option we can recommend.
The Equality Act 2010 defines sexual harassment as:
“When a person engages in unwanted conduct of a sexual nature which has the purpose or the effect of violating another person’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment for that person.”
The definition of what constitutes sexual harassment is wide ranging and encompasses all sorts of incidents and behaviours, whether it is indecent or suggestive remarks or inappropriate physical contact. It can also apply to actions carried out by email, telephone or other digital communications.
Harassment can also occur if your employer treats you less favourably if you have submitted to or rejected unwanted conduct of a sexual nature which creates the environment outlined in the definition.
Your employer has a duty to ensure that you do not experience sexual harassment whilst at work and is legally responsible for acts of harassment carried out by their employees in the course of their employment. Employers will also be liable for persistent harassment of their employees by third parties, provided certain conditions are satisfied.
Your employer should ensure that their employees are aware of what is deemed to be acceptable and unacceptable behaviour. It is also their responsibility to take appropriate action against those who do subject another member of staff to sexual harassment.
The way in which an employer deals with harassment, whether by a third party or otherwise, can itself amount to harassment if the employer’s actions are responsible for creating a hostile environment.
When facing something as serious and personal as sexual harassment in the workplace, it is crucial to have specialist legal professionals by your side. At Stephensons, our sexual harassment solicitors bring a wealth of experience, legal expertise and dedicated client care to every case. As a leading UK law firm, we pride ourselves on delivering a supportive and results-driven service to every client.
Here’s why Stephensons is the firm of choice for individuals who need help with sexual harassment at work claims:
In the UK, the law provides comprehensive protection to employees who experience sexual harassment at work. Under the Equality Act 2010, you are entitled to work in an environment that is free from discrimination, including unwanted and inappropriate conduct of a sexual nature. If your employer fails to act or mishandles a complaint, they may be held liable for any distress or harm caused.
Our sexual harassment lawyers can help you understand your legal rights and assess the strength of your case. Whether you’ve experienced unacceptable behaviour from a colleague, supervisor or third party, we can provide the professional guidance needed to take action against your employer or the individual responsible.
If you decide to pursue a sexual harassment claim, it helps to know what to expect throughout the process. At Stephensons, our solicitors take a proactive approach and tailor their strategy to suit your individual situation. We will begin by listening carefully to your experience and advising you on the legal steps available. This could include submitting a formal grievance, entering into ACAS early conciliation, or issuing proceedings at an employment tribunal.
You will be advised on the types of evidence required to support your case, such as witness statements, emails, internal reports and any correspondence related to the harassment. Our solicitors can also liaise with your employer on your behalf and represent you in legal proceedings if necessary.
We understand that taking action after being sexually harassed at work is not just a legal issue—it is a deeply emotional one. That’s why our team offers more than just legal advice. We are here to support you through every step, helping you access external resources such as counselling services, employee support networks and professional guidance to help you rebuild confidence and progress in your career.
Our approach is always respectful, sensitive and fully confidential, ensuring you feel safe and empowered when telling your story.
If you’re looking for trusted sexual harassment solicitors who will fight your corner, contact Stephensons today. Our team is ready to listen and help you take the first step toward justice and closure. Whether you're unsure about your rights or ready to make a formal complaint, we are here to guide you every step of the way.
For advice on any employment law issue, we recommend completing our online enquiry form - by completing the form as fully as possible, it will allow us to assess your case much more efficiently to tell you whether we can assist and what funding option we can recommend.
Head of Employment Law at Stephensons Philip Richardson provides guidance on sexual harassment in the workplace, highlighting what constitutes harassment and what employers and employees should do if they find themselves in these circumstances.
Philip covers topics including: examples of sexual harassment, what should an employee be mindful of when making a claim, how can Stephensons assist both employees and employers in these cases?
If you are subjected to sexual harassment you should, where possible, indicate that the behaviour is unwanted to avoid claims by the perpetrator in the employment tribunal that the conduct was condoned or even accepted. A common defence raised by those accused of harassment is that the behaviour is just “banter”, but labelling offensive comments in this way does not prevent this conduct from amounting to harassment.
Where possible keep documentary evidence such as a log of events or emails to senior colleagues complaining of the behaviour, as this will further support a claim for harassment. If an informal complaint does not bring about the desired result, the next step would be to start the formal grievance process.
It is essential that throughout this time you are aware of the deadline to start ACAS early conciliation. This deadline is three months less one day from the date of the last act of discrimination. Seeking legal advice at an early stage is recommended, as this can prevent problems arising at a later date, particularly in relation to limitation.
Stephensons have an expert team of employment and discrimination solicitors who are experienced in advising individuals who have been subjected to sexual harassment. We understand that these cases can be highly sensitive and we can advise you on the steps you can take to be able to move forward.
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