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Sexual Harassment eLearning
Online sexual harassment training covering what the law defines as harassment, the duty employers now carry to prevent it, and how bystanders and managers should respond.
Who it is for
Who this sexual harassment course is for
Sexual harassment training moved from good practice to something employers are expected to act on preventatively. It is not only about serious incidents. Much of it is conduct people have historically been told to tolerate.
- All staff, as part of induction or refresher training
- Line managers and supervisors
- HR teams handling complaints
- Hospitality, retail and customer-facing staff
- Team leaders and senior managers
- Anyone responsible for workplace culture
Course content
What the sexual harassment course covers
Five short lessons covering what the law means by sexual harassment, the employer's duty to prevent it, and what staff, bystanders and managers should do, then a 12-question assessment.
What sexual harassment is
How the law defines sexual harassment, the forms it takes including online and in messages, and why intention does not decide it.
Third parties, and why people stay silent
Harassment by customers, clients and contractors, the employer's new liability for it, and the reasons people do not report.
The bystander's role
What you can do when you see harassment, using the approach that fits the moment, and how to support the person afterwards.
For managers, responding to a disclosure
How a manager should respond when someone discloses harassment: listening, recording, involving the right people and preventing retaliation.
Prevention, reporting and support
The employer's duty to take all reasonable steps to prevent sexual harassment, the reporting routes and protection available, and where to get support.
Outcomes
What you will be able to do afterwards
- Explain how the law defines sexual harassment, including digital conduct
- Recognise harassment by customers and other third parties, and why people stay silent
- Act as a bystander in a way that fits the situation
- Respond properly as a manager when someone tells you about harassment
- Explain your employer's duty to prevent it, and where to report and get support
Your legal duty
The law behind sexual harassment training
Sexual harassment is unlawful under the Equality Act 2010. Since 26 October 2024, employers have had a duty to take reasonable steps to prevent sexual harassment of their workers. From 30 October 2026, the Employment Rights Act 2025 raises this to all reasonable steps, and makes employers liable for harassment of their staff by customers, clients and other third parties unless they took all reasonable steps to prevent it. This course covers both changes.
The government can now set out in regulations specific steps employers must take, and these are expected in 2027. Since 6 April 2026, reporting sexual harassment can also count as a protected whistleblowing disclosure. This course is awareness training; your HR or legal adviser remains the reference for your organisation's obligations.
- Equality Act 2010, harassment and the preventative duty (section 40A)
- From 30 October 2026: all reasonable steps, and liability for third-party harassment
- Since 6 April 2026: sexual harassment can be a qualifying whistleblowing disclosure
- Regulations setting out specific steps are expected in 2027
Practicalities
How the course works
Would you rather have a tutor?
Wider dignity at work issues are covered in that course.
For employers
Sexual Harassment training for a team
Prevention is an organisational expectation, which means a training record covering the whole workforce rather than a selected group.
- One invoice instead of a card payment per person
- Licences allocated as people join, so induction is covered
- Completion and expiry reporting for your records
- Renewal reminders before certificates lapse
- Bespoke versions built around your own procedures
Sexual Harassment eLearning: common questions
Employers must take reasonable steps to prevent sexual harassment, rising to all reasonable steps from 30 October 2026, and training is one of the steps regulators expect to see. Take advice on your organisation's specific obligations.
Intention is not the test. The definition takes account of the recipient's perception and whether it is reasonable for the conduct to have had that effect.
Yes. Third-party harassment is a significant exposure for front-line staff and the course covers it specifically.
More than they think. The course covers noticing, interrupting safely, and supporting the person afterwards without making things worse.
No. The course is explicit that acting on what you see or hear is part of the role, and that waiting for a formal complaint is how cultures deteriorate.
About 30 to 45 minutes, with no time limit. Start it, pause it, and come back whenever suits. The certificate is issued as soon as you pass the end assessment.
Yes. It runs in a browser on any modern phone, tablet or computer, with nothing to install.
Yes. Open a business account and we invoice you for the licences, which you allocate as people need them, with completion reporting included.
Yes. It covers the all reasonable steps duty and employer liability for harassment by customers and other third parties, both from 30 October 2026.
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