Sexual harassment can have a huge impact on your staff and your business. In hospitality, where teams are often small and people work closely together under pressure, issues can easily be ignored or brushed aside, but legally and morally, employers must take reasonable steps to prevent and address harassment.

Since October 2024, the Worker Protection (Amendment of Equality Act 2010) Act 2023 has strengthened the law around sexual harassment. Employers now have a legal duty to take reasonable steps to prevent sexual harassment in the workplace and not just to deal with it once it happens. If a tribunal finds that an employer has failed in this duty, it can increase any compensation awarded by up to 25%. For small businesses, this makes it even more important to show that you are being proactive, with clear policies, training, and a culture that does not tolerate harassment.

Prevention starts with culture. Even in small businesses, leaders and managers set the tone. How you behave and what you tolerate makes the difference. A simple, clear policy that explains what sexual harassment is and makes it clear it won’t be tolerated is important, but a policy on paper won’t change culture unless it’s backed up by everyday behaviour. Training doesn’t need to be complex. A short staff briefing or induction session on what sexual harassment looks like and how to raise concerns can go a long way. Line managers, supervisors and team leaders also need
the confidence to step in if they see or hear something inappropriate. If you’d like support with delivering training in your workplace, contact Bhayani Law; they can provide practical, tailored sessions for your teams and as a BII member, you will receive 10% off training fees.

When someone makes a complaint, the most important thing is that they feel listened to and safe. You don’t need a complicated reporting system, but staff should know who they can speak to, and that their concerns will be taken seriously and handled fairly. The person being accused also has the right to a fair process, so it’s about striking the right balance.

What to Do If You Receive a Report

If an employee comes to you with a concern about sexual harassment:

• Listen carefully and take it seriously – don’t dismiss it as banter or exaggeration.
• Reassure them that the matter will be handled sensitively and fairly, and that retaliation will not be tolerated.
• Keep it as confidential as possible – but be honest that in some cases you may need to share information (for example, if safety is at risk).
• Make a note of what was said, using the person’s own words where you can.
• Assess any immediate risks – do you need to adjust shifts, move staff, or take temporary action to protect people?
• Follow your procedure – this could mean speaking to the other person, carrying out an investigation, or seeking external advice if things are serious.
• Keep both parties informed – update them on next steps and timescales so no one feels left in the dark.

Why it Matters

Even in the smallest workplaces, ignoring sexual harassment risks legal claims, reputational damage, and low staff morale. A fair, proactive approach protects your people and your business.

Specialist HR and employment law support can help small employers put the right policies in place, train managers to deal with issues confidently, and guide you through investigations if they arise, so you don’t have to face it alone. Call the HR & Employment Law Helpline provided by Bhayani Law at 0330 058 3878.