Workplace Harassment: What Employers Must Know as per the Recent Law (2025)
Harassment at work isn’t just an HR issue—it’s a legal, ethical, and reputational concern that UK employers must prioritise.
With evolving legislation and increasing awareness around workplace safety and inclusion, it’s never been more critical for small and medium-sized businesses (SMEs) to ensure they’re on the right side of the law. In this guide, we’ll explore what employers need to know in 2025 about preventing workplace harassment, complying with recent legal changes, and how ClearPath can support your business in building a respectful and legally compliant culture.
Why Workplace Harassment Matters in 2025
Harassment can take many forms—verbal, physical, psychological, or digital—and its impact extends far beyond the individual. For employers, ignoring or mishandling complaints can result in legal penalties, poor morale, lost talent, and reputational damage.
- 1 in 3 employees in the UK report experiencing some form of workplace harassment.
- Harassment complaints have increased by over 20% since 2022, with hybrid work introducing new challenges.
- Legal cases involving employer negligence are on the rise.
Creating a safe workplace isn’t just good ethics—it’s smart business. And as laws tighten, non-compliance is becoming riskier than ever.
Key Legal Developments in Workplace Harassment (2024–2025)
UK employment law continues to evolve to address gaps in workplace protections. Here’s what SMEs must be aware of in 2025:
1. Worker Protection (Amendment of Equality Act 2010) Act 2023
- Came into effect in October 2024.
- Introduces a new preventative duty on employers to take reasonable steps to prevent sexual harassment.
- Allows employment tribunals to increase compensation by 25% if an employer is found to have failed in this duty.
2. Strengthened EHRC Guidance
- The Equality and Human Rights Commission (EHRC) has updated its technical guidance to help employers meet the new standards.
- Emphasis on proactive measures—not just reactive handling of complaints.
By understanding these developments, employers can better align their internal processes with the law and avoid penalties.
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What Counts as Workplace Harassment?
To build a respectful workplace, you must first recognise what constitutes harassment. According to the Equality Act 2010, harassment occurs when:
- An employee is subjected to unwanted conduct related to a protected characteristic (e.g. sex, race, religion, age, sexual orientation).
- The conduct has the purpose or effect of violating dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment.
Examples include:
- Inappropriate jokes, gestures, or touching
- Derogatory remarks or slurs
- Bullying via emails or instant messaging
- Excluding someone based on identity
Employers must be alert to both overt and subtle forms of harassment, including microaggressions and online misconduct.
Employer Responsibilities Under the Law
In 2025, employers are held to a higher standard when it comes to workplace harassment. Here’s what you’re legally required to do:
1. Take Preventative Action
- Implement clear anti-harassment policies.
- Communicate a zero-tolerance stance to all staff.
2. Provide Training
- Regularly train staff and managers on recognising, preventing, and reporting harassment.
- Make training mandatory for new starters and refresh periodically.
3. Create Safe Reporting Mechanisms
- Establish confidential and accessible channels for raising concerns.
- Reassure staff there will be no retaliation for speaking up.
4. Investigate Complaints Promptly
- Conduct thorough, impartial investigations.
- Take corrective action where necessary and keep records.
5. Monitor and Review
- Regularly assess your workplace culture.
- Use anonymous surveys or feedback tools to identify areas of concern.
Failing to meet these responsibilities can expose employers to legal action and financial penalties.
Challenges for SMEs Without HR Support
Many SMEs lack dedicated HR teams, making it difficult to stay compliant and responsive. Common challenges include:
- No written anti-harassment policy or employee handbook
- Untrained line managers making inconsistent decisions
- Lack of formal complaint procedures or documentation
- Inadequate follow-up and accountability
Without expert guidance, even well-intentioned businesses can inadvertently mishandle serious concerns. That’s where ClearPath can help.
How ClearPath Helps You Stay Compliant and Protected
At ClearPath, we understand the unique pressures SMEs face in managing HR and compliance. Our tailored support ensures you meet your legal obligations while maintaining a respectful workplace culture.
Our Services Include:
- Legally compliant policy templates (Anti-Harassment, Grievance, Whistleblowing)
- Bespoke employee handbooks tailored to your industry
- Training sessions for staff and managers on workplace conduct and legal responsibilities
- Support with investigations, documentation, and disciplinary procedures
- Real-time updates on legal changes and how they affect your business
With ClearPath, you can confidently address misconduct, reduce risk, and build trust with your employees.
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The Benefits of Getting It Right
Addressing workplace harassment proactively leads to real business benefits:
- Reduced risk of legal claims and financial penalties
- Better staff morale and retention
- Stronger reputation as a fair employer
- Safer and more inclusive workplace culture
Compliance isn’t a burden—it’s an investment in your people and your business.
Take the First Step Toward a Safer Workplace
Don’t wait for a problem to arise before taking action. Let ClearPath help you implement robust, legally compliant harassment policies and support systems.
👉 Contact us today to schedule a free HR compliance consultation.
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