Sexual harassment at work solicitors

Sexual harassment at work is unlawful, whoever does it: a manager, a colleague, a customer or a client. Since 30 October 2026 your employer must take all reasonable steps to prevent it. We advise in confidence, by phone or video across England and Wales or at our Manchester office, and you decide what happens next.

Key points

• No qualifying period. Applicants, employees, workers and agency staff are protected.
• Your employer is liable for harassment by its staff, and since 30 October 2026 for harassment by third parties such as customers, unless it took all reasonable steps to prevent it.
• Compensation is not capped and can be increased by up to 25% where the employer breached its duty to prevent sexual harassment.
• A tribunal claim must be started within six months less one day, after contacting Acas.

What counts as sexual harassment?

Section 26 of the Equality Act 2010 defines it as unwanted conduct of a sexual nature that has the purpose or effect of violating your dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment. It includes sexual comments and jokes, messages and images, staring, unwanted touching, propositions, and sexual assault. One incident is enough. It does not matter that the person says it was banter. It also covers being treated worse because you rejected, or gave in to, sexual conduct.

Your employer's duties

An employer is liable for what its employees do in the course of their work, including at work events and on work messaging groups, unless it can show it took all reasonable steps to stop it. Since October 2024 employers have also had a positive duty to prevent sexual harassment. On 30 October 2026 that duty became one to take all reasonable steps, and employers became liable for harassment of their staff by third parties such as customers, clients and patients.

What to do

1. Keep a record: dates, what was said or done, who saw it, and copies of messages.
2. Tell someone you trust at work if you can, and report it in writing under the grievance procedure. We can draft it with you.
3. If there has been an assault, you can report it to the police as well. A criminal case does not stop an employment claim.
4. Take advice early. The time limit runs from the date of the harassment.

Protection for speaking up

You must not be treated badly for complaining, or for supporting a colleague's complaint. That is victimisation. Since 6 April 2026 a report of sexual harassment can also be a protected disclosure, so the whistleblowing rules apply. A confidentiality clause cannot stop you making a protected disclosure or reporting a crime.

Compensation

A tribunal can award your lost earnings, a sum for injury to feelings and, where there is medical evidence, damages for personal injury. If you were forced to leave, you may also have a claim for constructive dismissal.

How we work

The first conversation is confidential and you speak to a solicitor. We tell you your options, including settling without a tribunal, and we do nothing without your instructions. See also bullying and harassment at work.

What it costs

We assess your case first and agree how you will pay, and what it will cost, before any work starts. A first consultation is £100 for half an hour or £180 for an hour. Typical costs for a tribunal claim are on our fees page.

Questions people ask

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Not sure where you stand? Ask a solicitor and we will reply by phone or email, or send an enquiry for a free initial assessment.