The Challenge
Sexual harassment isn’t rare—it’s often silent.
As an SME leader, you might worry:
- What exactly counts as “reasonable steps” for my business?
- Do I need fresh policies, training—or something more?
- How do I protect staff at work events or from third-party behaviours?
- What is required for compliance without sounding like a lecture?
You need clarity, not complexity.
How LighterHR Helps
We help you get ahead of harassment—not just react—with tools that are easy to understand and tailored to your business.
Our support includes:
- Identifying where risks may exist, e.g. events, customer contact
- Updating or creating anti-harassment policies in plain English
- Delivering concise, practical training for managers and staff
- Producing straightforward reporting and investigation guides
- Supporting communications around events or sensitive moments
Preventing Sexual Harassment with Clear Policies, Training, and HR Support
Every employee has the right to feel safe, respected, and supported at work. For SMEs, preventing sexual harassment isn’t just a legal requirement—it’s essential to building trust and protecting your culture.
At LighterHR, we provide the HR support, clear policies, and training you need to prevent sexual harassment, handle complaints sensitively, and stay compliant with UK employment law.
Levels of Support
Choose the level of support that fits your needs:
Advisory – Quick policy refresh and action checklist.
Guided – Policy, training, and rollout materials prepared for you.
Fully Managed – Full toolkit plus rollout coaching and post-launch check-ins.
Why SMEs Trust Us
Tailored, jargon-free support for your team and culture
CIPD-qualified guidance grounded in UK law and new workplace expectations
Practical — not procedural. Easy to understand, tough to challenge
Peace of mind and clarity when legal risks are on the line
Client Story
“As a small business owner with developing needs and challenges, it’s been invaluable having a trusted partner on hand to guide and advise us.
LighterHR gives us confidence to make clear, concise decisions.”
Ian Tomalin-Hall
CEO, Grammatik
Key Questions
Do I really need to do all this?
Yes. By law, you must take “reasonable steps” to prevent harassment—or face increased risk of liability.
Does this apply to staff and clients?
Yes. The law covers harassment by colleagues, third parties, and during both work and social events.
How long will it take?
We set up everything—from policies to training to communication—in a time-efficient way that respects your bandwidth and business pace.
Ready to Act?
Don’t see harassment as an HR checkbox—see it as protection for your people and business. Take action now.