Sexual Harassment Prevention Training — for Managers

Creating Safe Workplaces

Most managers understand that sexual harassment is wrong. Fewer feel genuinely confident about what to do when something is raised with them, when a concern sits in a grey area, or when the behaviour is coming from someone they don't directly manage.

That gap — between awareness and confident action — is exactly where this session focuses.

Designed specifically for managers and leaders, this bespoke session goes beyond general awareness to address the practical reality of leadership responsibility. It equips your managers with the judgement, confidence, and practical approaches they need to prevent harassment, respond appropriately when concerns arise, and actively shape a culture where people feel safe to speak up.

It draws on real scenarios, honest discussion, and clear legal context — so that by the end, your leaders understand not just what the law expects of them, but how to act on it in the situations they're most likely to face.

Because leadership accountability isn't a one-off commitment, we recommend running this session annually — to keep expectations sharp, reflect legislative updates, and ensure your leaders remain equipped as your organisation evolves.

Also available as an open session — for individual managers or smaller leadership groups who want to attend without a full in-house booking. View open session dates →

Why annual delivery matters

The Employment Rights Act 2025 places a clear duty on organisations to take proactive, preventative steps — and managers are central to what that looks like in practice. A single session builds a strong foundation, but leadership teams change, situations evolve, and the cultural work of prevention is ongoing.

We recommend scheduling this session once per year. Regular delivery:

• Keeps leadership accountability active and visible across the organisation
• Reflects legislative and policy updates, including ongoing ERA 2025 developments
• Ensures new managers are equipped with the same standard of knowledge and confidence as their peers
• Supports a documented, proactive approach to prevention that demonstrates reasonable steps — not just a one-off exercise

We can support you in building this into a recurring programme or your annual L&D calendar.

Adapting the session

Every bespoke session is tailored to the context, challenges, and experience level of the group. The outline below gives a sense of the core themes — scenarios, discussion points, and emphasis are shaped around your organisation's structure, culture, and the real situations your managers are likely to face.

Content is agreed before delivery through a short scoping conversation with your lead contact.

Want to build shared understanding across your whole organisation?

Many organisations run this session alongside our bespoke All Staff session, so that everyone — from frontline employees to senior leaders — starts from the same foundation. View the All Staff session →

Need to develop individual managers or smaller leadership groups?

Our open sessions offer the same core content in a live online format, alongside leaders from other organisations — providing valuable broader perspective. View open session dates →

This bespoke session is ideal for:

• Line managers, supervisors, and team leaders who need practical confidence in handling concerns
• Senior leaders responsible for culture, compliance, and setting the standard from the top
• Organisations wanting to strengthen leadership capability and consistency in this area
• Managers who need clarity on how to act — not just what to avoid — when situations arise
• Leadership teams preparing for or responding to ERA 2025 requirements

• Leadership responsibility and accountability under current legislation, including ERA 2025
• What "reasonable steps" looks like in practice — and how to evidence them
• Identifying early warning signs and behavioural patterns before issues escalate
• Handling concerns confidently — both informally and through formal routes
• Decision-making in complex or grey area situations where the right course isn't immediately clear
• Creating a culture where people genuinely feel safe to speak up
• Understanding third-party risks — from clients, contractors, and visitors — and your organisation's responsibilities
• How leadership behaviour shapes culture, for better or worse

• Confidence in how to respond to concerns — from early-stage issues through to formal situations
• A clear understanding of your responsibilities as a leader, and how to fulfil them in practice
• Practical approaches to handling difficult conversations and decisions with consistency
• Greater awareness of the risk areas where harassment most commonly takes hold
• The tools to actively build a culture where people feel safe, respected, and heard

• "It was a very helpful opener and got the team thinking practically about culture and communication."
• "I valued that the content was informative, short and 'snappy' while still being meaningful."
• "The interactive parts were particularly helpful for applying the learning."
• "It was valuable having open space to talk concerns — including how 1:1s support a safer culture."
• "A key principle I'm taking away is that impact matters more than intention."
• "It reinforced that policy only works if everyone understands it and takes it seriously."
• "The explanation of the legal definitions and changes in the law was clear and easy to follow."
• "It helped me think more intentionally about creating a culture that is open, honest and safe for reporting."
• "I appreciated that the legal content was engaging and applicable — it could have been heavy but wasn't."
• "The pace of the session was great and kept the group engaged."