This guide outlines how female employees can respond to instances of workplace harassment.
For many women, speaking up about harassment at work can be daunting, not only due to personal and emotional reasons but also because of confusion around legal protections and procedures. To begin exploring your legal rights in such situations, you may wish to speak with a local solicitor in Boston, Lincolnshire, or wherever you live.
Workplace harassment, whether based on gender, race, age, or other characteristics, has no place in a professional environment. Yet it remains a widespread issue across the UK. In this guide, we’ll walk you through the steps female employees can take if they face harassment at work, the legal protections available, and the support systems in place.
What is workplace harassment?
Workplace harassment goes beyond inappropriate jokes or awkward interactions. Legally, it’s defined as unwanted behaviour related to a protected characteristic under the Equality Act 2010 that violates a person’s dignity or creates a hostile, degrading, humiliating or offensive environment.
This could include:
- Verbal abuse or offensive remarks.
- Sexual comments or gestures.
- Unwanted touching or physical intimidation.
- Online or digital harassment via email or messaging apps.
It’s important to note that the behaviour doesn’t need to be directed at the individual directly to constitute workplace harassment — it can be indirect but still create an oppressive atmosphere.
The Equality and Human Rights Commission provides clear guidance on recognising and addressing harassment at work.
Step 1: Keep a Record
The first step for anyone experiencing harassment is to document it. While it may feel uncomfortable, keeping a written log of what happened, when, where, and who was present will help if you decide to raise a grievance or pursue legal action.
Save relevant emails, screenshots, or messages. Try to note the impact each incident had on you, both professionally and emotionally. Even if you’re unsure about taking further steps, keeping a record gives you options.
In some cases, informal resolution may be possible. But whether or not you want to escalate the issue, having your own record strengthens your position.
Step 2: Report Internally
Most companies have policies outlining how to report harassment, usually found in your employee handbook or HR portal. In the first instance, this often involves raising the issue with your line manager or HR department.
When reporting, be factual and calm. Provide dates, descriptions, and any supporting evidence. Focus on how the behaviour made you feel and how it impacted your work.
Employers have a legal obligation under the Equality Act to take all complaints of harassment seriously and investigate them promptly and fairly. If they fail to act appropriately, they could be held liable.
For more help navigating internal processes, Citizens Advice offers practical advice on how to raise a formal grievance.
Step 3: Seek External Support
If internal reporting does not resolve the situation, or if you feel unsafe doing so, you can seek external help. Speaking to an employment solicitor is a good starting point. They can help you understand your rights, assess the strength of your case, and prepare for the next steps.
You can also contact ACAS (Advisory, Conciliation and Arbitration Service), which offers a free Early Conciliation service. This step is required before making a claim to an employment tribunal.
ACAS will attempt to resolve the issue without legal proceedings, and if this fails, you’ll receive a certificate that allows you to proceed to tribunal.
If you belong to a trade union, they may also provide legal assistance and representation, along with emotional support.
Step 4: Consider Legal Action
If informal and internal routes have not delivered a satisfactory outcome, you may decide to pursue an employment tribunal claim. In the UK, you must usually submit your claim within three months less one day of the last incident of harassment.
Employment tribunals can award compensation for:
- Loss of earnings.
- Emotional distress.
- Legal costs in certain cases.
However, going to tribunal is a significant step, and it’s important to be prepared for the emotional and time investment it involves. Your solicitor will guide you on the likelihood of success and possible outcomes.
You can read more about tribunal processes and timelines on the GOV.UK employment tribunal page.
Coping with the emotional impact
Workplace harassment can have serious effects on mental health. Feelings of shame, anxiety, anger, and self-doubt are common—even though the fault lies entirely with the perpetrator.
Seeking counselling or therapy can be beneficial, whether through workplace schemes, the NHS, or private practitioners. Organisations like Mind and Women’s Aid also offer resources tailored to those dealing with workplace abuse.
Talking to friends, colleagues, or peer support groups can help you feel less isolated and validate your experience.
Remember, experiencing harassment does not reflect on your professionalism or worth. You deserve a safe, respectful work environment.
What employers should do about workplace harassment
Employers have a duty of care to provide a safe workplace. This means they should have clear policies in place, provide training on acceptable conduct, and act swiftly on any complaints.
Regular training and leadership buy-in are key to shifting workplace culture. A single policy document is not enough—employers must create an environment where all staff feel safe speaking up.
When these systems fail, legal accountability follows. But ideally, prevention is the goal.
Empowering women to speak up about workplace harassment
Many women stay silent due to fear of retaliation, job loss, or being disbelieved. But with growing awareness and legal protections, it is possible to speak up and protect your rights.
Workplace harassment is never just “banter” or a personal issue—it’s a legal and professional matter that affects productivity, wellbeing, and fairness.
By understanding the steps involved, knowing where to turn, and seeking support early, female employees can navigate these challenges and advocate for change in their workplaces.
Final words
This article is for informational purposes only and does not constitute legal advice. For personalised support, always consult a qualified employment solicitor or legal adviser.
