Workplace Sexual Harassment Risk Assessment Template

Employers have a new legal obligation to proactively prevent sexual harassment in the workplace. By using this workplace sexual harassment risk assessment template and amending it to address the risks inherent in your specific organisation, you can take a significant step towards ensuring compliance with your legal duties.

Our workplace sexual harassment risk assessment template is intended to be merely a guide. It identifies a number of potential risk factors, but not all. You must consider whether those risks apply to your business, and also whether any additional risks need to be addressed. For the purposes of this workplace sexual harassment risk assessment template, we have assumed your organisation has a Sexual Harassment Policy in place. If you have not, we can assist you in producing one.

Our HR and employment law specialists have been assisting small businesses like yours in understanding their legal obligations and taking appropriate steps to comply with them. We offer commercially focused advice to keep your business tribunal free at incredibly competitive rates.

Risk Assessment Template For Sexual Harassment

Nature of risk

Details of who might be at risk and why

Level of risk

Measures already in place to prevent/mitigate the risk

Further action required to prevent/mitigate the risk

Personnel responsible for implementing preventative measures

Date by which measures need to be in place

Action completed

Power imbalances

Interns, employees, and contractors in hierarchical relationships

 

Sexual harassment policy.

Regular training to ensure those in senior positions are familiar with the sexual harassment policy and understands that they must abide by it.

Regular training on sexual harassment policy so employees can recognise sexual harassment and know how to report it.

Consistent enforcement of the sexual harassment policy.

Ensure all staff are appropriately supported in their role.

Choose appropriate managers or other senior employees.

 

Explain the measures you have implemented and consider the level of risk remaining.

Working alone

Junior staff members under pressure to stay out of hours to complete work.

Employees whose role requires night-time work.

All employees and contractors.

 

Sexual harassment policy.

Regular training to ensure everyone is  familiar with the sexual harassment policy and understands that they must abide by it.

Regular training on sexual harassment policy so employees can recognise sexual harassment and know how to report it.

Consistent enforcement of the sexual harassment policy.

Limit lone working to when it is absolutely necessary.

Ensure someone within your business takes responsibility for knowing the whereabouts of lone workers at all times.

Improve security within your buildings.

Choose appropriate managers or other senior employees.

 

Explain the measures you have implemented and consider the level of risk remaining.

Working with third parties like customers and suppliers

All employees in relevant roles.

 

Sexual harassment policy.

Regular training on sexual harassment policy so employees can recognise sexual harassment from third parties and know how to report it.

Ensure all third parties are aware of your zero-tolerance of sexual harassment, for example by prominent signage.

Ensure more vulnerable employees (such as junior staff members) do not meet with third parties alone.

Develop a policy to deal with complaints made against third-parties.

Choose appropriate managers or other senior employees.

 

Explain the measures you have implemented and consider the level of risk remaining.

Sexual assault

All employees and contractors.

 

Sexual harassment policy.

Regular training to ensure everyone is  familiar with the sexual harassment policy and understands that they must abide by it.

Regular training on sexual harassment policy so employees know how to report instances of sexual abuse.

Consistent enforcement of the sexual harassment policy.

Choose appropriate managers or other senior employees.

 

Explain the measures you have implemented and consider the level of risk remaining.

Banter and jokes of a sexual nature

All employees and contactors.

 

Sexual harassment policy.

Regular training to ensure everyone is  familiar with the sexual harassment policy and understands the types of behaviour that  constitute sexual harassment.

Regular training on sexual harassment policy so employees can recognise sexual harassment and know how to report it.

Consistent enforcement of the sexual harassment policy.

Choose appropriate managers or other senior employees.

 

Explain the measures you have implemented and consider the level of risk remaining.

Work social events

All employees and contactors.

 

 

Regular training to ensure everyone is  familiar with the sexual harassment policy and understands the sexual harassment in social situations will not be tolerated.

Regular training on sexual harassment policy so employees can recognise sexual harassment and know how to report it.

Consistent enforcement of the sexual harassment policy.

Discourage excessive alcohol consumption.

Discourage 1:1 social interactions.

Nominate personnel to supervise social events.

Remind workforce of expected standards of behaviour before any social event.

Make arrangements for all employees and contractors to get home safely.

Choose appropriate managers or other senior employees.

 

Explain the measures you have implemented and consider the level of risk remaining.

Social events with third parties, such as conferences

 

 

 

Regular training on sexual harassment policy so employees can recognise sexual harassment and know how to report it.

Ensure employees, particularly vulnerable employees, do not go to social events with third parties alone.

Develop a policy to deal with complaints made against third parties.

Discourage excessive alcohol consumption.

Make arrangements for all employees and contractors to get home safely.

Choose appropriate managers or other senior employees.

 

Explain the measures you have implemented and consider the level of risk remaining.

Have a Question? Get in touch below...

    If you are an employee and feel that you have been treated badly, then we strongly advise you to contact ACAS:

    Call the ACAS Helpline on 0300 123 1100 for free support and advice.

    Simply get in touch and they'll provide you with clear and confidential guidance about any kind of dispute or query that you have about relationship issues within the workplace.

    You may want to know about employment rights and rules, best practice or you may need advice about a dispute.

    Whatever it is, just give ACAS a call, their team are on hand to respond within the hours: Monday-Friday, 8am-8pm and Saturday, 9am-1pm.

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