Course Details

With the strengthening of the duty on employees to prevent sexual harassment in the workplace from October 2026, it is more vital then ever that employers undertake risk assessments and action identified risks to prevent sexual harassment at work. All employers, and all clients with employees, workers and/or consultants should be aware of the extent of the duty and the important steps to take. October 2026 also sees the reintroduction of liability on employers for harassment of any type of their workforce by third parties such as clients and service users. This session will consider these changes and the requirements they introduce in a practical and helpful way to assist you in protecting your practice from claims.


Kate Lawson will cover the following topics during this webinar:
 

  • What is the legal definition of harassment, what is the legal definition of sexual harassment and how do these definitions work in practice?
  • What is the legal duty on employers to prevent sexual harassment in the workplace and how does this work in practice?
  • What practical steps should every employer be taking now to ensure compliance with this duty and protect the business from claims and liability?
  • What is the potential liability on employers for harassment of their workers by clients and other third parties?
  • What potential claims could my business or my clients’ business face in relation to harassment and sexual harassment of the workforce?


By attending this session you will learn and understand what steps your business needs to take to comply with its duties and avoid workforce disputes and employment tribunal claims.


This session is of most interest to business owners, as well as all managers, and is also important in providing strong support as part of a value-added service to clients. Part of the duty is also to train all managers in recognising sexual harassment and harassment, and actioning concerns and complaints in an effective manner.


Course Level: Need to Know

CPD Course Speaker

Element Law

Kate Lawson

Kate is an experienced employment solicitor, having qualified in 2001. She has been assisting employers and employees with a wide range of employment law and HR issues since qualification. Kate completed her Bachelor of Arts degree in South Africa, at the University of Natal, before obtaining her post-graduate legal qualifications in England at Guildhall University (Post Graduate Diploma in Law with Commendation) and BPP Law School (Diploma in Legal Practice with Distinction). She was admitted as a solicitor in October 2001 following a training contract at Clarkson Wright & Jakes. Kate worked at Cripps in Tunbridge Wells where she served as an Associate Solicitor. She lectured and tutored on the Legal Practice Diploma at BPP Law School on Business Law and Practice and Employment Law, before moving to ThomasMansfield boutique employment firm as Head of their London office, where she was promoted to Partner. Kate has been a Director of Element Law since 2012. Kate focuses solely on employment and HR law and related issues, acting for both businesses and employees, and contentious and non-contentious work. This gives her a useful and balanced insight into the key priorities and objectives from each perspective. The focus of her work is as trusted adviser to SMEs, including a number of professional partnerships and not for profit organisations. Her clients include patent attorneys and national charities. She supports her clients on a day-to-day providing practical, commercial advice on a range of areas from grievance and disciplinary matters to family friendly leave arrangements to business mergers and acquisitions and redundancy consultations to employment tribunal claims. Kate also provides regular practical HR and management training for her clients on a range of topics from 2 to 3 hours introductory level to full day analysis of more complex processes. Kate speaks at events and on podcasts for organisations including at the House of Commons on Menopause and the workplace, and for the Society of Occupational Medicine on Reasonable adjustments and Neurodiversity.