UK Workplace Issue Playbook · 2026
How do I report harassment at work?
Why this matters
Harassment in UK law is broader than most people realise: it covers unwanted conduct related to age, disability, gender reassignment, race, religion, sex, sexual orientation, and (since October 2024) sexual harassment specifically gets enhanced protection. Tribunals can award uncapped compensation including injury to feelings (£1,200 to £58,700+ depending on severity).
Legal basis
Equality Act 2010 ss.26-27 (harassment, victimisation); Worker Protection (Amendment of Equality Act 2010) Act 2023 (effective Oct 2024 — preventative duty on employers); Protection from Harassment Act 1997.
Step-by-step playbook
1) Document every incident: date, time, exact words/actions, witnesses, your response, impact. 2) Identify if conduct relates to a protected characteristic (age, disability, race, religion, sex, sexual orientation, gender reassignment, marriage/civil partnership, pregnancy/maternity). 3) Read company harassment policy. 4) For sexual harassment specifically (post-Oct 2024), reference the employer's preventative duty under the Worker Protection Act. 5) Raise a written complaint under policy. 6) Request: investigation, no-contact arrangement, support (counselling, time off if needed), confidentiality. 7) If unresolved, ACAS early conciliation then tribunal claim within 3 months less 1 day. 8) Awards include injury to feelings (Vento bands: lower £1,200-£11,900; middle £11,900-£35,600; upper £35,600-£58,700+) plus financial loss.
Letter / template
Harassment complaint template: 'Dear [HR Manager], I am making a formal complaint of harassment under the Equality Act 2010 and the company's harassment policy. The complaint concerns [name and role]. The conduct relates to [protected characteristic if applicable] and includes: - [Date]: [specific words/actions, witnesses, my response] - [Date]: [specific words/actions, witnesses, my response] - [Date]: [specific words/actions, witnesses, my response] [For sexual harassment cases, add: This complaint also engages the employer's preventative duty under the Worker Protection (Amendment of Equality Act 2010) Act 2023.] The impact on me has been: [health, performance, attendance, career]. I request: - A formal investigation - A no-contact arrangement effective immediately - [Other reasonable adjustments] - Confidentiality - The right to be accompanied at meetings Please respond with the next steps within 5 working days. Yours sincerely, [Your name]'
What NOT to do
Don't: minimise the conduct in your own description; delay reporting (delay can weaken the case); confront the harasser alone; share with colleagues outside the formal process; resign without advice (you may give up valuable claims); ignore the 3-month tribunal time limit; fail to engage with the investigation; assume the employer will protect you without you documenting.
Worked example
Aisha experienced unwanted comments and inappropriate touching from a senior colleague over 6 months. She kept a contemporaneous log, including text messages, and identified one witness. She raised a formal complaint citing the Equality Act and the new preventative duty. The employer investigated, upheld, dismissed the colleague, paid for counselling, and reached an internal settlement of £18,000 to avoid tribunal. The log was central evidence.
Recruiter pro tip
October 2024 changed the landscape for sexual harassment in the UK. Employers now have a positive duty to PREVENT it, not just respond to it. If your employer hadn't done risk assessments, training, or had a clear policy before the harassment occurred, they're already in breach — and that's a separate claim with its own award. Reference 'preventative duty' explicitly in your complaint to invoke this.
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