What does the Worker Protection Act require employers to do?

The Worker Protection Act introduced a preventative duty requiring employers to take reasonable steps to prevent sexual harassment of their workers, rather than only responding after the event. The duty extends to harassment by third parties such as clients and contractors, and failing it can increase compensation at an employment tribunal.

Is an employer liable for third-party harassment?

The Worker Protection Act's preventative duty requires employers to take reasonable steps to prevent sexual harassment of their workers, including by third parties such as clients, customers and contractors. Firms are therefore expected to anticipate and reduce third-party harassment risk, not just deal with harassment between colleagues.

Ethics & culture

Sexual Harassment

Explain what sexual harassment is, the employer's preventative duty under the Worker Protection Act, and how to challenge and report it safely.

Duration: ~30 min Accreditation: CPD accredited (CII) Last updated: April 2026 Reviewed by: Margaret Hassett

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What is sexual harassment under UK law and why does it matter?

Sexual harassment is unwanted conduct of a sexual nature that violates someone’s dignity or creates an intimidating, hostile, degrading or offensive environment. It is unlawful under the Equality Act 2010. It matters because, beyond the harm to individuals, firms that fail to prevent it face legal claims, enforcement and serious reputational damage.

Who needs sexual harassment training?

This training is designed for all employees and managers across the firm. For regulated firms it carries an added dimension, because the FCA treats sexual harassment as non-financial misconduct relevant to fitness and propriety. Training also helps evidence the reasonable steps required under the Worker Protection Act’s preventative duty.

What does sexual harassment training cover?

This course gives your team a clear understanding of sexual harassment in the workplace. Learners define what counts as sexual harassment, learn who can be affected regardless of age, gender or sexual orientation, and explore the risk factors that make it more likely to happen.

The course then covers the employer’s duty to prevent harassment under the Equality Act 2010 and the new duty introduced by the Worker Protection Act 2023, including building a zero tolerance culture.

Learners are also taught how to recognise harassment and how to report it through the right channel.

What does the law and the FCA expect on sexual harassment?

The Worker Protection Act introduced a preventative duty requiring employers to take reasonable steps to prevent sexual harassment of their workers, including by third parties such as clients and contractors, rather than only responding after the event. The FCA additionally treats non-financial misconduct, including sexual harassment, as relevant to whether someone is fit and proper.

What your team will learn

Recognise the different forms sexual harassment can take, including third-party harassment
Understand employer duties under the Equality Act 2010 and Worker Protection Act 2023
Distinguish genuine banter from unacceptable behaviour
Identify the right channel to report a concern, formally or informally

What's included

~30 min of focused, scenario-based learning
CPD accredited (CII)
Built-in quiz with a configurable pass mark
Reviewed and kept current with UK regulation
Time-stamped completion records for your audit trail

How it works

Assign it in seconds

Enrol a team, a role or your whole firm from the CityREPORTS dashboard, with automated reminders that chase completion for you.
Your team completes it

Learners work through the course at their own pace on any device, finishing with a short assessment that demonstrates understanding.
Evidence it to the regulator

Every completion is time-stamped and retained, so you can prove the right people did the right training at any moment.

Frequently asked questions

What is sexual harassment under UK law?: Sexual harassment is unwanted conduct of a sexual nature that violates someone's dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment for them. It is unlawful under the Equality Act 2010. Conduct can be verbal, non-verbal or physical, and whether it is unwanted is judged from the perspective of the person affected.
What does the Worker Protection Act require employers to do?: The Worker Protection Act introduced a preventative duty requiring employers to take reasonable steps to prevent sexual harassment of their workers, rather than only responding after the event. The duty extends to harassment by third parties such as clients and contractors, and failing it can increase compensation at an employment tribunal.
Is an employer liable for third-party harassment?: The Worker Protection Act's preventative duty requires employers to take reasonable steps to prevent sexual harassment of their workers, including by third parties such as clients, customers and contractors. Firms are therefore expected to anticipate and reduce third-party harassment risk, not just deal with harassment between colleagues.
Who needs sexual harassment training?: All employees and managers across the firm benefit from sexual harassment training. For regulated firms it carries an added dimension, because the FCA treats sexual harassment as non-financial misconduct relevant to fitness and propriety. Training also helps evidence the reasonable steps required under the Worker Protection Act's preventative duty.