Sexual Harassment at Work Lawyers for Employees
Specialist employment lawyers in London and the South East – supporting employees and senior executives facing sexual harassment in the workplace.
Supportive, specialist legal advice for employees facing sexual harassment.
Unwanted sexual comments, messages, advances or contact at work are never acceptable – and you don’t have to put up with it. Yet sexual harassment at work is more common than many realise, and it often goes unreported.
At Thomas Mansfield Solicitors, our sexual harassment at work lawyers help employees and senior professionals understand their rights and take action. We offer clear, confidential advice – whether you’re ready to raise a formal complaint or simply want to explore your options.
We’re ranked in the Legal 500, Lexcel accredited and members of the Employment Lawyers Association. That means you’ll receive expert support from a solicitor who understands the law – and how to protect your position at work.
We help clients across London and the South East and support employees remotely wherever they are. We know how difficult it can be to speak up 0 but we’re here to listen and guide you forward.
What is sexual harassment at work?
Sexual harassment is defined in law under the Equality Act 2010. It is any unwanted conduct of a sexual nature that has the purpose or effect of:
- Violating your dignity, or
- Creating an intimidating, hostile, degrading, humiliating or offensive environment.
This can include:
- Inappropriate or sexual comments.
- Questions about your appearance, sex life or relationships.
- Sexual jokes, rumours or innuendo.
- Unwanted messages, including texts, emails or social media.
- Physical behaviour, from touching to ‘accidental’ contact.
- Staring or suggestive gestures.
- Displaying or sharing explicit content.
The behaviour can come from anyone – a manager, colleague, client or contractor – and it only needs to happen once to be unlawful. It doesn’t matter if the person says it was a joke or didn’t mean to offend. The impact on you is what matters.
Call our employment law team on 0204 571 1443 or
Your employer’s legal obligations.
Employers are legally responsible for protecting their staff from sexual harassment at work. That includes taking all reasonable steps to prevent it from happening and dealing with it properly if a concern is raised.
This means, for example:
- Having clear anti-harassment policies.
- Promoting a respectful working environment.
- Responding to complaints promptly and appropriately.
- Ensuring no one is treated badly for speaking up.
If your employer has failed to act – or worse, has tried to cover up or minimise what happened – we can help you hold them accountable. If you’ve raised concerns and been ignored or mistreated as a result, we’ll guide you on your next step.
Can you bring a claim?
Yes – if you’ve experienced sexual harassment at work, you may be able to bring a claim under the Equality Act 2010.
To succeed, you must show facts from which a tribunal could conclude that harassment occurred. If you can, the burden shifts to your employer to prove that unlawful harassment did not take place.
Strict time limits apply. You must begin Acas Early Conciliation within three months less one day of the last incident. That’s why it’s important to get early advice – even if you’re unsure whether to take things further.
What compensation could you receive?
If you bring a successful claim, you may be entitled to:
- Injury to feelings – based on the seriousness of the harassment (assessed using Vento bands).
- Loss of earnings – if the harassment led to time off or loss of your job.
- Aggravated damages – in rare cases involving severe behaviour or mishandled complaints.
- Personal injury damages – where there’s medical evidence of psychological harm.
We’ll advise you on what a fair outcome could look like – and explore whether a negotiated settlement may be appropriate in your case.
We can help you
- Understand your rights – Know where you stand under the law.
- Raise a complaint – Support with informal or formal steps.
- Protect your position – Avoid retaliation for speaking up.
- Negotiate a resolution – From settlement terms to agreed exits.
- Prepare a claim – Including Acas and tribunal representation.
Meet our employment law partners
Why choose Thomas Mansfield Solicitors.
- Specialist legal advice – Recognised in the Legal 500, Lexcel accredited and members of the Employment Lawyers Association.
- Here when you need us – Offices in London and the South East, or speak to us remotely from wherever you are.
- Trusted with sensitive matters – Known for resolving complex and highly personal cases with care, discretion and professionalism.
- Rated excellent by clients – 5-star reviews from people we’ve supported through difficult workplace issues.
Call our employment law team on 020 4579 5997 or
Talk to our sexual harassment at work lawyers today.
We’ll listen, support you, and help you decide what’s right – at your pace.
Frequently asked questions
Does it matter if the person didn’t mean to offend me?
No. The law looks at the effect of the behaviour on you, not just the intention behind it. Even if the person says they meant it as a joke, if their behaviour made you feel uncomfortable, degraded or threatened, it may amount to sexual harassment. You don’t need to justify how you feel. If it was unwanted and of a sexual nature, and it affected your experience at work, you have the right to speak up.
Can I report sexual harassment even if it only happened once?
Yes. A single incident can still qualify as sexual harassment if it’s serious enough to violate your dignity or create a hostile environment. You don’t need a pattern of behaviour for the law to protect you. For example, an unwanted sexual advance, explicit message or inappropriate comment could be sufficient. We’ll help you assess what happened, understand your rights, and decide whether to raise a grievance, request support from your employer or explore legal action.
I’m worried about confidentiality. Will my employer find out I’ve taken advice?
No - speaking to a solicitor is completely confidential. We won’t contact your employer unless you ask us to. Many of our clients want to understand their position privately before deciding what action to take. You can get advice without committing to anything. Whether you want to raise a complaint , negotiate an exit or take no further steps, we’ll support you and keep everything you share with us strictly private.
How much compensation could I receive for sexual harassment?
Compensation varies depending on the severity and impact of the harassment. You may be awarded damages for injury to feelings, loss of earnings, and in some cases, psychiatric harm. tribunals use guidelines called Vento bands to determine compensation for emotional distress. We’ll give you an honest view of your potential outcomes and help you consider alternatives such as a negotiated exit or settlement agreement, if appropriate.
What is considered sexual harassment at work?
Sexual harassment includes any unwanted behaviour of a sexual nature that makes you feel uncomfortable, intimidated or humiliated. It could involve jokes, comments, messages, touching, or suggestive behaviour. It doesn’t matter if the person says it was a joke or didn’t mean to offend - it’s the impact on you that counts. Even one serious incident may be enough. If you’re unsure whether what’s happened amounts to harassment, our specialist lawyers can talk it through with you confidentially and explain your options.
What if I’m being harassed by a client or someone external?
Your employer still has a duty to protect you. If someone you encounter through work - such as a client, customer or supplier - behaves inappropriately and your employer fails to take it seriously, they may be legally responsible. You should not be expected to tolerate sexual harassment from anyone in the course of your job. We’ll help you raise the issue safely and hold your employer to account if they don’t act.
What are my legal options if my employer doesn’t act?
If your employer ignores or mishandles your complaint, you may have grounds for legal action - including a claim for sexual harassment and, in some cases, constructive dismissal if you feel forced to resign. You must usually start the Acas Early Conciliation process within three months less one day of the last incident. We’ll guide you through your options, assess whether you have a claim and help you act quickly if needed.
Contact us
Contacting the right person couldn’t be easier. Use our form or call us to speak to an experienced employment solicitor in confidence.
Please note we do not offer legal aid or no win no fee agreements.