When employers ask what they need to do to meet their legal duty to prevent harassment, a sexual harassment risk assessment is almost always the starting point. Without one, it is very difficult for an employer to demonstrate that it took the duty seriously.
Gap HR Services has spent decades helping small, owner-managed businesses across the UK manage their staff issues and stay tribunal free. We were set up in 2003, and with over 300 clients on retainer, we understand how to turn a legal obligation into practical measures that a small business can actually implement.
Call us now on 01491 598 600 or Click Here to Make An Enquiry and we will be delighted to help you.
Why Is A Sexual Harassment Risk Assessment So Important?
Since 26 October 2024, employers have been under a legal duty to take reasonable steps to prevent the sexual harassment of their employees. The Equality and Human Rights Commission guidance treats assessing and reducing risk as one of the central steps in meeting that duty.
The logic is straightforward. You cannot prevent something you have not identified, and you cannot show that you took reasonable steps if you never worked out where the risks were in the first place. A risk assessment forces an employer to look honestly at its own workplace and ask where harassment could realistically occur. From October 2026, when the standard rises to ‘all reasonable steps’, this exercise becomes more important still, because the test will be whether you considered every measure that could reasonably have been expected.
What Should A Risk Assessment Cover?
A useful risk assessment looks at the circumstances of your individual business rather than relying on a generic template. It should identify the situations, roles, and settings where harassment might arise, the people who may be more exposed, and the steps that could reduce each risk.
For each risk you identify, the assessment should record what control measures are already in place, what further steps are reasonable for you to take, and who is responsible for putting them into action. The point is not simply to list risks but to also show a clear line from identifying a problem to doing something about it.
Which Workplace Factors Increase The Risk Of Sexual Harassment?
The factors that raise the risk vary from one business to another, which is why a tailored assessment matters. Common areas to consider include lone working and isolated locations, late or unsociable hours, and roles that involve significant contact with customers, clients or the public.
Events where alcohol is served, such as staff parties or client hospitality, are a recognised risk and should be considered specifically. Power imbalances within the organisation, where one person has authority over another, also warrant attention. The makeup of the workforce, the culture of the workplace, and any history of previous complaints all feed into the picture. For sectors such as hospitality, leisure, retail and clubs, where customer interaction is constant, the customer-facing element of the assessment needs particular care.
How Often Should The Assessment Be Reviewed?
A risk assessment is not a one-off task. It should be reviewed regularly so that it keeps pace with how the business actually operates, and it should be revisited whenever something changes, such as a new site, a new type of work, a significant event, or a shift in the makeup of the team.
It should also be reviewed after any incident or complaint, whether or not that complaint is upheld. An incident tells you something about where your existing controls may have fallen short, and updating the assessment in response is part of showing that you take the duty seriously on an ongoing basis.
What Should You Do With Your Sexual Harassment Risk Assessment Findings?
The findings should help you decide what action you need to take to ensure compliance with your legal duty to prevent sexual harassment. If the assessment shows that staff working alone face a risk, the response might involve changes to scheduling, check-in arrangements, or reporting routes. If client events are a concern, the response might involve clear expectations communicated in advance and managers briefed to keep a close eye on things.
How Can Gap HR Help With Your Sexual Harassment Risk Assessment?
We design risk assessments that reflect how our clients’ businesses really work, rather than relying on a generic template. We will help you identify the risks inherent in your sector, decide which steps are reasonable for a business of your size, and ensure that everything is properly documented.
Since 2003, our focus has been helping owner-managed businesses stay legally compliant and tribunal free. All initial enquiries are free of charge and without obligation.
Call us now on 01491 598 600 or Click Here to Make An Enquiry and we will be delighted to help you.
