In this episode, we discuss a topic that many business owners assume is already well understood, yet the reality suggests otherwise: sexual harassment in the workplace and the growing responsibility on employers to prevent it. Drawing on recent research and new legislation, we explore how widespread the issue remains, with a significant proportion of employees reporting incidents within just the past year. What becomes clear is that this is not simply about isolated behaviours, but about culture, leadership, and the systems businesses have, or have not, put in place.We then turn to the practical implications of the Worker Protection Act and the shift from a reactive stance to a preventative duty. This represents a meaningful change for UK businesses of all sizes, placing the onus firmly on leaders and managers to anticipate risks, set expectations, and actively shape workplace behaviour. From social events to third-party interactions, we examine how easily risks can arise, and why taking this seriously is not only a legal requirement, but a commercial and cultural necessity. Chapters: 00:00:00 – Opening thoughts: employer responsibility and workplace conduct00:02:50 – Podcast intro and guest background00:07:26 – What triggered this discussion: new research and legislation00:09:17 – The scale of sexual harassment: key statistics00:11:12 – Why incidents go unreported and the impact on employees00:13:30 – Defining sexual harassment: more than just physical behaviour00:14:58 – From reactive to preventative: what the new law requires00:17:28 – “Reasonable” vs “all reasonable” steps explained00:20:20 – Practical challenges for SMEs and different sectors00:24:58 – What businesses must do now: risk, training, and policyKey Topics Discussed:- The scale of workplace sexual harassment and underreporting- Cultural vs individual responsibility within organisations- New legal duties requiring employers to prevent harassment- The shift from “reasonable steps” to “all reasonable steps”- Increased legal and financial risk, including tribunal uplifts- The role of social settings and alcohol in increasing risk- The complexity of defining “unwanted conduct”- Third-party harassment (customers, suppliers, contractors)- The importance of risk assessments, training, and tailored policies- Why off-the-shelf solutions are no longer sufficientQuotes to Remember:"The onus is on the businesses to actually change their cultures and to put things into practice.""The risk assessment has to be the top point.”“The company becomes vicariously responsible for something that somebody does at a work event.”Actionable Takeaways:1.) Conduct a thorough, business-specific risk assessment covering workplace, social, and external interactions2.) Provide training for all employees, not just managers, and ensure it is tailored to your business3.) Review and update your policies, avoiding generic templates and reflecting real risks4.) Set clear expectations ahead of work events, especially where alcohol is involved5.) Introduce practical controls (e.g. drink limits, defined end times, visible leadership presence)6.) Establish clear reporting channels and ensure staff feel safe using them7.) Consider risks involving third parties (customers, suppliers, contractors) and communicate expectations8.) Keep records of actions taken to demonstrate preventative effort9.) Regularly refresh training and policies to remain compliant with evolving legislation10.) Seek specialist advice where needed, this is an area where getting it wrong can be costly🎧 Listen on YouTube & Apple Music here: https://anchor.fm/wellmeadow🤳 Like & Follow/Subscribe for weekly episodes on growth, marketing, and making smart business decisions.Got feedback or questions? Drop a comment below – we read them all! 👇

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