Following the recent national news of a woman being awarded £19,000 for being sexually harassed at an office christmas party, we've asked Hannah Dowd, Employment Solicitor for Jackson Lees, her thoughts on the matter, and what you can do if you find yourself in a similar situation.

A woman was sexually harassed at a christmas party. 

A woman who said she was left feeling unsafe in the workplace after being sexually harassed at a Christmas party has been awarded nearly £19,000.

Shirley Lyons claimed a colleague from Starplan had touched her bottom, hugged her from behind without her consent and made comments about her breasts.

An employment tribunal said that amounted to unlawful sexual harassment.

An employment solicitors opinion:

It is your right not to be a victim of sexual harassment in the workplace.

Your employers should have policies in place to protect you as an employee against sexual harassment. It is important to bring these issues to the attention of your employer, and if they do not take the right action then it can leave employees in a vulnerable position and very often a feeling of isolation.

Further, it can lead you to losing trust and confidence in the organisation overall. Sexual harassment in the workplace is something that the government are having to review as studies suggest that harassment remains a significant issue for many employees.

There is hope that a new private members bill is to be passed which will increase employers responsibilities in relation to harassment.

A clear example of workplace harassment

This is a clear example of how employees can take matters further when they feel their workplace no longer supports them, and is not a safe environment for them to continue working.

There are two clear elements here which are a cause for concern, one of which is highlighted in the commentary “Starplan had not put in place "any guidelines or instruction for standards of behaviour”, this should be provided to staff prior to social engagements. Employers must ensure that work parties are still upholding the same levels of dignity and respect expected in the workplace.

There should be no slipping of standards. Further, when an employee feels victimised in the workplace after raising such serious issues, this is a very serious situation and one which an employer should not allow to happen. It makes others feel less confident to talk to their employers about situations which have amounted to unlawful behaviour, which should never happen!

Employers must ensure there is a workplace harassment policy

Employers must look at their culture and take positive steps to ensure that they have appropriate anti-harassment policies in place and that they’re clear, understandable and regularly kept under review.

They should also ensure they utilise opportunities to make staff aware of them and that they are implemented and followed if complaints are raised. Regular training is important as in the case of Allay Ltd v S Gehlen which has shown that employers will not be able to rely on a reasonable steps defence unless they can show their training is thorough (not brief or superficial). Regularly delivered and refreshed if particular issues arise.

Where do you stand?

If you've been a victim of workplace abuse, contact our specialist employment solicitors:

• You can speak to our legal experts in complete confidence
• You will get advice on your individual situation

If you would like to learn more about sexual harassment policies in the workplace, or if you would like to learn more about a potential situation that may have occurred to you, please make an enquiry, or call today and speak to an employment solicitor.