Workplace Culture & Inclusion
Sexual Harassment Awareness and Prevention Training
AT A GLANCE
LENGTH
2.5 hours
DELIVERY
In person (virtual by arrangement)
GROUP
Up to 18 delegates
FOR
Whole teams, managers, HR
COST
£1,500 + VAT per session
Since the preventative duty came into force in October 2024, employers must take reasonable steps to prevent sexual harassment at work. This interactive workshop covers what the duty means in practice, what legally counts as sexual harassment, and how to build a workplace where people actually report it.
WHAT YOUR TEAM WILL LEARN
Understand what the Worker Protection Act duty means for employers
Know where it can happen, by whom and to whom - including witnessing it
Understand fight, flight, freeze and fawn, and why people go along with banter
Recognise what could legally be classed as sexual harassment
Reflect on past behaviour and how individual filters shape what we notice
Know how to report or respond as a witness or as someone affected
SESSION FORMATS
FORMAT
LENGTH
DELIVERY
BEST FOR
Interactive workshop
2.5 hours
In person (virtual by arrangement)
Whole teams and managers (up to 18)
WHO IT'S FOR
Whole teams
Head & sous chefs
Supervisors
General managers
HR & People teams
Business owners
COMMON QUESTIONS
How long is sexual harassment training?
Two and a half hours, delivered as an interactive in-person workshop for up to 18 people.
What does the Worker Protection Act require?
Since October 2024 employers have a preventative duty to take reasonable steps to stop sexual harassment at work. Training is one of those steps, though not the only one - risk assessments, clear reporting routes and visible zero-tolerance messaging all count.
What does the session cover?
What the legislation means, where harassment can take place and by whom, recognising what legally counts, the personal, reputational and legal consequences, nervous system responses and why people go along with behaviour, real case studies, and how to report.
Why does it cover fight, flight, freeze and fawn?
Because it explains why someone laughs along with a joke that upset them, or freezes rather than objecting - which is often used later to argue nothing was wrong. Understanding the response changes how colleagues and managers read a situation.
Is it interactive?
Yes. Case studies where groups predict outcomes before hearing what actually happened, an anonymous exercise on what might count as harassment, and a perspective exercise where groups view the same behaviour through different filters.
Is training enough to meet the duty?
No. We also recommend risk assessments including third-party risk, clear reporting procedures, support for both complainant and respondent, and regular refreshers. The session covers what a fuller programme looks like.