Workplace Harassment Awareness
Interactive demonstration · approximately 5 minutes
About this demonstration
This sample illustrates how an organisation could communicate an important employment-law update, check understanding and show an example completion record.
Demonstration only. Do not enter real employee details. Nothing is submitted to a server or stored as an employer training record. Completion does not establish legal compliance.
1. What changed?
The Worker Protection (Amendment of Equality Act 2010) Act 2023 introduced a proactive duty, effective from 26 October 2024, for employers to take reasonable steps to prevent sexual harassment of their workers.
The Employment Rights Act 2025 provides for further strengthening of the Equality Act 2010, including an “all reasonable steps” standard and additional employer liability for certain harassment by third parties. The precise commencement and application of each provision must be checked against the relevant commencement regulations and current official guidance before this material is used as formal legal training.
Key legislation: Equality Act 2010, sections 26, 40 and 40A; Worker Protection (Amendment of Equality Act 2010) Act 2023; Employment Rights Act 2025, sections 20–22.
For official information, see legislation.gov.uk and ACAS.
2. Why does this matter in care settings?
Care staff may work with colleagues, residents, visitors, relatives, agency staff and contractors. Employers should consider foreseeable risks, provide suitable reporting routes and respond appropriately to concerns.
- A visitor makes repeated inappropriate sexual comments to a care worker.
- A colleague experiences unwanted sexual attention during a night shift.
- A worker is unsure how to report harassment involving someone outside the organisation.
Each situation calls for appropriate support, assessment and action. The correct response depends on the circumstances, including safeguarding and the needs of people receiving care.