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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
Eight short modules covering the definition, the forms it takes, the bystander's role and what an employer is expected to do before anything happens.
What sexual harassment is
The legal definition, and why the recipient's experience is central to it.
The forms it takes
Verbal, physical, visual and digital conduct, including messages and social media.
Harassment from third parties
Customers, clients and contractors, and the exposure of front-line staff.
Why people do not report
Power, uncertainty and fear of consequences, and what changes that.
The bystander's role
Noticing, interrupting and supporting, without making things worse.
For managers
Receiving a disclosure, acting on what you see, and not waiting for a formal complaint.
Prevention
The steps employers are expected to take before anything happens.
Reporting and support
Routes available, records, and support for the person affected
Outcomes
What you will be able to do afterwards
- Explain how sexual harassment is defined in law
- Recognise the forms it takes, including digital conduct
- Understand the position on harassment by customers and third parties
- Act as a bystander rather than a spectator
- Respond appropriately to a disclosure as a manager
- Explain why prevention is an employer responsibility
- Know the reporting routes and support available
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
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
Wider dignity at work issues are covered in that course. See Bullying and Harassment Awareness →
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 minutes, with no time limit. Start it, pause it, and come back whenever suits. The certificate is issued the moment you finish.
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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