Recognising Signs of Sexual Harassment: Guide for Managers

Sexual harassment is defined as unwanted conduct related to sex or gender that violates someone’s dignity or creates a hostile or offensive environment.

The Equality Act 2010 clearly states that the behaviour does not need to be motivated by sexual intent; it’s enough if it is sexual in nature and has the purpose or effect of creating a hostile environment.

The focus is on impact, not intent. It doesn’t matter if the person responsible claims it was a joke or did not intend harm. It still counts if it affects the recipient negatively.

You may not always notice harassment straight away. Some behaviours are obvious, others are subtle. Both can create a hostile environment.

Verbal harassment often shows up as repeated, unwanted comments that make someone feel exposed, embarrassed or singled out in front of others.

Comments About Appearance
Remarks about someone’s body, weight or physical features can signal harassment. Even if framed as jokes or compliments, these comments cross the line when they cause discomfort or continue despite a request to stop.

Sexual Questions and Remarks
Questions about sexual activity, relationships or orientation are a common sign of harassment. These may start casually, but can quickly create an intimidating environment.

Unwanted Flirting or Advances
Persistent flirting or repeated romantic gestures, especially after rejection, are clear indicators. This includes exaggerated displays of affection, gifts or ongoing unwanted attention.

Requests for Sexual Favours
Another strong sign is when sexual favours are requested or hinted at. These may be framed as jokes or as conditions for work opportunities. Such behaviour often involves abuse of authority.

Non-verbal cues can also signal harassment, especially when they create discomfort or unwanted attention.

Staring or Lewd Gestures
Prolonged staring, winking or suggestive body language can be forms of harassment. These behaviours often make people feel uncomfortable or targeted.

Displaying Sexual Material
Posters, screensavers or sharing of sexually explicit images, cartoons or videos in the workplace are strong signs of harassment.

Offensive Notes or Messages
Written material such as jokes, drawings or anonymous notes that are sexual in nature are also indicators.

Physical harassment involves any form of contact that is not welcome, particularly when it is used to pressure, corner or intimidate someone.

Unwanted Touching
Touching, hugging, brushing against someone or unnecessary physical contact are key signs of harassment.

Cornering or Blocking Movement
Standing too close, blocking exits or trapping someone in a space are also behaviours that can create fear or intimidation.

Sexual Assault
At the most severe level, sexual assault is both workplace harassment and a criminal offence.

In remote or hybrid workplaces, similar patterns appear in digital form, where messages, images and posts can quickly cross professional boundaries.

Inappropriate Comments in Virtual Spaces
Sexual jokes or remarks made in video calls, chats or online meetings are common signs in remote working environments.

Sharing Explicit Content
Sending links, images or videos that are sexual or offensive through email, messaging apps or shared drives is harassment.

Targeting on Social Media
Harassment can also extend to social media platforms connected to work, including offensive posts, messages or tagging aimed at colleagues.

Harassment shapes how people feel, behave and participate at work. The effects often appear gradually, but they can be seen in everyday interactions and routines across a team.

Victims may change routines to steer clear of the harasser. They might avoid being alone in a room, sit far away in meetings or only enter shared spaces with others present.

Some victims pull back from normal involvement. They may stop speaking up, decline invitations or disengage from group activities they once joined.

Harassment can trigger nervous laughter, lack of eye contact, tense posture or physical distancing whenever the harasser is nearby.

Stress often shows in frequent headaches, sleep disruption or fatigue. Emotional signs include anxiety, loss of confidence or depression. These can lead to increased absence or declining performance.

Harassment affects more than the victim. It lowers morale across teams, spreads unease and creates mistrust.

If you notice any of the signs outlined above, act immediately. Do not downplay them or wait to see if the situation improves. Record what has happened, step in quickly and make it clear that harassment will not be accepted under any circumstances. A zero-tolerance approach is essential.

To maintain that standard, managers must set out clear expectations for their teams.

A clear policy gives staff confidence that concerns will be taken seriously and handled properly.

• Define what counts as harassment, how staff can report it and what action will follow.
• Keep the policy accessible and remind staff about it regularly.

Your first response shapes whether people feel safe coming forward.

• Listen carefully, take the report seriously and show respect throughout.
• Do not judge whether the behaviour was “serious enough.” If it caused harm, it must be addressed.
• Keep the process confidential and protect the person from retaliation.

Fair handling reinforces trust and demonstrates that the organisation’s standards are applied to everyone.

• Deal with complaints promptly and consistently.
• Investigate without bias, keeping a clear record of every step.
• Apply disciplinary action where needed and ensure your decisions support a zero-tolerance approach.

Some cases go beyond normal managerial action and must be escalated. Escalating concerns helps ensure that complex or high-risk allegations receive the right level of oversight.

• Escalate cases involving serious allegations, potential criminal conduct or repeated behaviour.
• Involve HR or legal support immediately where required.

By acting quickly, keeping the reporting process open and maintaining a zero-tolerance stance, you protect staff and reinforce a culture where harassment is never overlooked.

The Equality Act 2010 makes it clear that sexual harassment at work is unlawful, and responsibility does not rest only with the individual perpetrator. Employers can be held liable if harassment happens in the workplace and steps have not been taken to prevent it.

From October 2024, the Worker Protection (Amendment of Equality Act 2010) Act 2023 strengthens these duties. Employers must take proactive and reasonable steps to stop harassment before it occurs. Failing to do so can lead to increased compensation awards at tribunal and action from the Equality and Human Rights Commission (EHRC).

As a manager, your role is central to meeting these legal duties. You must:

• Enforce policies that set out zero tolerance for harassment.
• Make sure reporting channels are safe, confidential and trusted.
• Provide staff with access to training and guidance.
• Respond quickly and fairly to any reports raised.
• Keep accurate records of complaints and actions taken.

By taking these steps, you show compliance with the law and create a safe working environment where harassment is not ignored or tolerated.

Training gives you the skills to recognise harassment early, respond in the right way and create a workplace where staff feel safe to speak up. It also helps you understand your legal responsibilities and how to meet them.

Our sexual harassment prevention training for managers will teach you how to identify signs of sexual harassment and handle complaints while maintaining confidentiality. The course also shows you how to set up safe reporting channels and helps you understand your legal duties.

This training equips you to protect your staff, reduce risk to your organisation and show that harassment will never be tolerated.