FALSE.

Harassment is unwanted conduct and unwanted conduct can take many, many different forms. For example, spoken words, banter, written words, imagery, gestures, mimicry, jokes or pranks, facial expressions and even silence can amount of harasment.

FALSE.

A person can be a victim of harassment even if they merely overhear comments. 

The classic case in this area involved a group of male employees viewing pornography at work. A female employee saw what they were doing. The behaviour was unwanted and of a sexual nature. It created a hostile environment for her. It was found to be sexual harassment.

FALSE.

The law understands that victims sometimes give-in to harassing behaviour to avoid escalation or appease their harasser. 

This happened in the case of Munchkins Restaurants v Karmazyn where young female waiting staff participated in sexual banter with the male owner as a coping strategy. They were made to wear short skirts and subjected to talk of a sexual nature by the owner. They sometimes asked the boss questions about his love life as they found this made him easier to handle. 

The fact that the employees had participated in the ‘banter’ did not mean that it was not ‘unwanted’. The employer was found liable for harassment.

TRUE.

Harassment covers situations where the ‘purpose’ of the behaviour is to harass but also where the ‘effect’ is to harass. 

Take the case of Harper v Housing 21.  In this case the claimant complained about the attitude of her line manager towards her Irish Nationality. Her line manager repeatedly likened her to women on ‘My Big Fat Gypsy Wedding’. 

The claimant felt that she was being harassed related to her Irish heritage. The line manager said that the comments were only ‘office banter’ and that she had not meant them maliciously. 

The tribunal held that the line manager’s perception was irrelevant. What mattered was that the comments had the effect of creating an offensive environment for the claimant. The claim for harassment succeeded.

TRUE.

The ‘workplace’ has a wide meaning. 

Staff socials such as Christmas parties, organised by employers, are seen as an extension of the workplace. Acts of harassment by employees which take place online, or via Whatsapp or social media, are also likely to be covered.

You'll gain a comprehensive understanding of harassment law, with a particular focus on sexual harassment in the light of the new positive duty to prevent sexual harassment. You’ll learn practical strategies on how to establish the 'all reasonable steps' defence against potential claims and liabilities.

It's ideal for employment lawyers and HR professionals who need to stay updated on legal compliances and preventions. We are running the session twice; the content is similar on both days but with a slight steer towards HR professionals on Thursday 12 September 2024, and towards employment lawyers on Friday 13 September 2024.

Half a day. It starts at 9.30am and finishes around 12.30pm.

It costs £45+VAT per delegate. So if it’s just you, it’s £45+VAT. If six people from your organisation want to join in, it’s £270+VAT.

If you want more than twenty people to attend, contact us and we’ll see what we can do.

Yes. A pretty good one, actually.
If you ask for your money back at any time within 12 months of purchase, we'll refund you with no questions asked. You don't even have to give us a reason.

Sorry, no. There are three reasons we only take card payment:

1. We like the simplicity of an automated business model.
2. We don’t want your finance department to insist we fill in a 10 page ‘new supplier’ form to get paid.
3. It’s not cost-effective for us to chase small unpaid invoices. give us a reason.

The seminar is conducted online, allowing you the flexibility to join from anywhere as long as you have an internet connection, making it both convenient and accessible.

Absolutely, the seminar is designed to be comprehensible even if you’re new to HR or do not have a legal background. It provides clear explanations and practical tips that anyone can follow and implement. But we recommend you join the session on Thursday 12 September, as the session on 13 September will assume some basic legal knowledge.

Yes. And if you register your place by Friday 6 September, we’ll give you lifetime on-demand access entirely free (value £120).

Our seminar is the only one that specifically focuses on teaching you how to establish the 'reasonable steps' defence to minimise liability. It also focuses on the new legal duty coming into force on 26 October 2024, requiring employers to take reasonable steps to prevent sexual harassment in the workplace.

Immediately after the seminar, you'll understand the legal definitions of sexual harassment, know the steps to protect organisations from liability, and be equipped with effective prevention strategies.

Over time, you will help establish workplace cultures that significantly reduces the likelihood of sexual harassment, reducing legal risks and fostering a safe, respectful work environment.

You will learn the importance of appropriate employer reactions to harassment allegations and get guidance on ensuring these situations are handled sensitively and legally, reducing further risks and maintaining workplace integrity.

The seminar includes practical tips, case studies, and detailed discussions on new duties and defences related to sexual harassment, all of which you can directly apply to any organisation.

Afraid so. Here it is:-

1. We reserve the right to refuse to let you attend the seminar, even after you complete the order form. If we do refuse to let you attend, we will immediately return your money.

2. During the session, we give a general overview of the law. You should treat the content of the seminar as general guidance but not legal advice tailored to fit the needs of your situation. 

3. More generally, any liability for negligence, breach of contract or anything else arising from the content of the seminar is limited to twice the fee you paid for to attend (or for the recordings).

4. You are not permitted to record the seminar yourself, nor to share any recordings we send you with other people.