Understanding Workplace Harassment - A 6 Part Modular Series

Introduction

This six-part webinar series explores the different ways bullying and harassment can arise in the workplace; the legal responsibilities of employers and the practical steps organisations can take to prevent and respond to inappropriate behaviour.

What You Will Learn

This webinar series will cover the following:

Module 1 - Bullying

Unfortunately, there are employees who experience bullying at work. However, there is no specific ‘bullying’ law in the workplace. Employees who go on to bring a claim against their employer are likely to claim harassment (if the treatment relates to a protected characteristic), psychological injury or they might resign and claim constructive dismissal.

In this recorded webinar we will look at:

• The definition of bullying and how this arises in the workplace
• How to manage allegations of bullying in the workplace
• How to support someone who has experienced bullying
• The legal claims that someone who has been bullied might make

Module 2 - Vicarious Liability

An employer is liable for what their employees do in the course of their employment. This is referred to as vicarious liability. In a discrimination situation it is often an individual who has carried out the discrimination (particularly if the claim is harassment). The claim is brought against the employer and maybe against a named employee as well.

In this recorded webinar we will look at:

• What is meant by vicarious liability
• Case law relating to vicarious liability
• What is meant by the ‘course of employment’
• When a claim is brought against a named individual

Module 3 - Intersectional Harassment

Harassment is defined in the Equality Act 2010 as unwanted conduct which relates to a protected characteristic which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment.

The Equality Act 2010 does not include dual discrimination - when harassment relates to more than one protected characteristic. Intersectional harassment is similar - it is when harassment relates to more than one protected characteristic. Although the legal claims might be limited, it is still important to understand and prevent in the workplace.

In this recorded webinar we will look at:

• What is meant by intersectional harassment
• The limitation of the legal claims that can be brought in the UK
• How to spot intersectional harassment
• Ways to prevent intersectional harassment

Module 4 - Neurodiversity and Harassment

Around 15% of individuals in the UK are thought to be neurodiverse, experiencing a range of different conditions. Sometimes these conditions are not well understood and this can lead to behaviours that are discriminatory. Specifically, harassment might arise.

There are also cases that have gone to the courts when line managers have been clumsy or inappropriate in the way that they have addressed a colleague who is neurodiverse, and this has led to harassment claims.

In this recorded webinar we will look at:

• What is included within the definition of neurodiversity
• How harassment might arise
• A review of case law relating to neurodiversity and harassment
• How to support neurodiverse colleagues, such that harassment does not arise

Module 5 - Harassment of a Sexual Nature - Risk Assessments

The Worker Protection (Amendment of Equality Act 2010) Act 2023 required employers to take reasonable steps to prevent harassment of a sexual nature in the workplace. This came into force on 26 October 2024 and has meant that employers have needed to carry out risk assessments, thinking about how harassment of a sexual nature might arise in the workplace.

The Employment Rights Act 2025 increased this responsibility from 30 October 2026 and means that employers now have to take all reasonable steps to prevent harassment of a sexual nature.

In this recorded webinar we will look at:

• What is meant by ‘all reasonable steps’ and what is required of an employer
• How to carry out a risk assessment of harassment of a sexual nature
• How to use the risk assessments that have been carried out
• The impact of getting this wrong

Module 6 - Third-Party Harassment - Employer Duties

From 30 October 2026 an employer will have to take all reasonable steps to prevent harassment of their employees from a third party. Third parties are anyone outside the organisation that an employer might deal with.

In this short webinar we give you practical steps that you can take to make sure that you meet this duty.

In this recorded webinar we will look at:

• What is meant by a third party
• The range of protected characteristics covered by the requirement
• How to carry out a risk assessment
• Examples of all reasonable steps that you might take