Understanding workplace harassment and how to prevent it

Workplace harassment is a pervasive issue that affects employee well-being and organisational productivity. It is more than just a cultural or HR issue. It’s a direct threat to business integrity, employee safety, and legal compliance.

A global study in 2024 revealed that 1 in 3 employees have faced some form of harassment at work. Even more concerning, 52% of victims stay silent, often due to fear of retaliation or lack of a trusted reporting system.

For businesses, ignoring harassment isn't only unethical - it can lead to severe legal and financial consequences.

Read on to learn about different types of harassment. We will discuss the laws that protect against it.

You will also find ways to fight harassment. This will help create a safe and respectful workplace. A positive work environment supports your organisation's integrity.

What is workplace harassment?

Workplace harassment is unwanted behavior based on traits like race, gender, age, or disability. This behavior makes the work environment feel scary, hostile, or offensive.

This behavior hurts the dignity of employees and can show up in different ways. These include verbal abuse, physical attacks, or subtle actions like exclusion and undermining work.

Types of common workplace harassment

Discriminatory Harassment

Occurs when an employee is targeted due to characteristics protected under anti-discrimination laws, such as race, gender, religion, or sexual orientation.  

Sexual Harassment‍

Involves unwelcome sexual advances, requests for sexual favours, or other verbal or physical conduct of a sexual nature. Notably, a 2021 UN Women UK study found that 97% of young women aged 18-24 have experienced some form of sexual harassment.

Bullying‍

Characterised by repeated, unreasonable actions aimed at intimidating, degrading, or humiliating an individual. In the UK, studies indicate that workplace bullying affects a significant portion of employees, leading to increased stress and absenteeism.

Third-Party Harassment‍

Occurs when employees face harassment from clients, customers, or other third parties. Recent UK legislation mandates employers to protect workers from such harassment.  

Is workplace harassment a form of grievance?

Workplace harassment can be considered a form of grievance. A grievance is a formal complaint raised by an employee about unfair treatment, and harassment falls under this category when it creates a hostile or unsafe work environment.

Under UK employment law, employees have the right to file a grievance if they experience harassment, bullying, or discrimination. Employers are required to investigate these complaints fairly and take appropriate action. Failing to address workplace harassment grievances can lead to legal consequences, including claims under the Equality Act 2010.

For employees, the best course of action is to report harassment through an internal grievance procedure. If the issue is not resolved, they may escalate it to an external body such as Acas or an employment tribunal. An internal reporting system can help organisations handle these grievances effectively, ensuring that all complaints are addressed while protecting employees from retaliation.

Laws and legislation protecting against workplace harassment

In the UK, the Equality Act 2010 serves as the cornerstone legislation protecting employees from discrimination and harassment. This Act consolidates previous anti-discrimination laws and outlines employers' responsibilities in preventing workplace harassment.

To further strengthen protections, the Worker Protection (Amendment of Equality Act 2010) Act 2023 was enacted, introducing a proactive duty for employers to prevent sexual harassment. Effective from October 2024, this legislation requires employers to take reasonable steps to prevent harassment, shifting the focus from reactive measures to preventive strategies.  

In the European Union, the Whistleblower Protection Directive mandates that all member states implement measures to protect individuals who report breaches of Union law, including workplace harassment. This directive ensures that whistleblowers are safeguarded against retaliation and that their disclosures are adequately addressed.

Why a strong internal reporting system matters

Implementing a robust internal reporting system is one of the most effective ways to prevent and address workplace harassment. Without a safe and accessible way to report grievances, issues can go unnoticed, escalating into legal and reputational risks.

Anonymous reporting tools, like SpeakUp, provide employees with 24/7 multilingual reporting options, ensuring that concerns are raised without fear of retaliation. Our AI-powered intake capabilities make it even easier for employees to report issues by guiding them through the process in a structured, intuitive way. This ensures that reports are clear, complete, and actionable, reducing the burden on HR and compliance teams while increasing response efficiency.

• Early detection: Identifies risks before they escalate into serious misconduct.
• Legal compliance: Demonstrates an organisation's commitment to anti-discrimination laws such as the Equality Act 2010 and the EU Whistleblower Protection Directive.
• Employee trust: Creates a workplace culture of transparency and accountability, increasing employee satisfaction and retention.

How anonymous reporting tools help prevent workplace harassment

Anonymous reporting mechanisms, like SpeakUp, play a crucial role in encouraging employees to come forward with their concerns. Statistics indicate that organisations with dedicated reporting systems in place experience higher reporting rates, leading to more effective interventions.  

For instance, a survey by the Financial Conduct Authority (FCA) revealed a significant increase in reported incidents of bullying, sexual harassment, and other misconduct in City firms, rising from 1,363 cases in 2021 to 2,347 in 2023.  

This uptick suggests that employees are more willing to report misconduct when they trust that their concerns will be addressed appropriately.

Address workplace harassment earlier, protect employees and your organisation

Workplace harassment is a real issue, and identifying it requires a comprehensive approach. This includes understanding its various forms, adhering to legal obligations, and implementing effective internal reporting systems.

FAQs

What should I do if I experience workplace harassment?

If you experience workplace harassment, it's important to report the incident through your organisation's internal reporting system or speak with a trusted supervisor or HR representative.  

Can I report harassment anonymously?

Many organisations provide anonymous reporting channels to encourage employees to come forward without fear of retaliation.  

What anti-harassment protections do employees have in the UK?

Under the Worker Protection Act 2023, employees are protected from retaliation when reporting misconduct, including harassment. Employers are legally obligated to address such reports appropriately.

How does SpeakUp help detect workplace harassment early?

SpeakUp provides an anonymous and secure reporting system that allows employees to flag harassment issues before they escalate. By identifying patterns and risks early, organisations can take proactive action to prevent a toxic work environment.

How much does SpeakUp cost?

SpeakUp offers flexible SpeakUp pricing based on company size and needs. Contact our team for a customised quote.

Is there a free trial or demo available?

Yes, we offer a demo to showcase how SpeakUp works. Get in touch with us to schedule a session.