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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 dealt with under the Equality Act 2010, which defines harassment as unwanted conduct of a sexual nature that violates dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment. Whether conduct meets that test depends on the recipient's perception and whether it is reasonable for the conduct to have that effect.
Employer duties in this area have been strengthened. There is now an expectation that employers take preventative steps rather than only responding to complaints. Because the detail here has changed relatively recently and continues to develop, your HR or legal adviser should be the reference for your specific obligations. This course is awareness training.
- Equality Act 2010 - harassment of a sexual nature
- The recipient's perception is part of the legal test
- Employers are expected to take preventative steps, not only respond to complaints
- Take advice on your specific obligations. This area has developed recently
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 are expected to take preventative steps, and documented training is one of the clearest ways to evidence that. The detail of the duty has developed recently, so take advice on your 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.
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