Violence against women in the workplace includes sexual harassment, bullying, and psychological harm. Women can feel further isolated when workplace cultures and practices mean they are judged, disbelieved, or disadvantaged for speaking up.
In the UK, research shows that half of women have been sexually harassed at work, yet four out of five do not feel able to report it.
Violence against women in the workplace is a core focus of the International Day for the Elimination of Violence Against Women, observed each year on 25 November. The day raises awareness of the global effort to end abuse and discrimination against women and calls on organisations and individuals to take meaningful action for lasting change.
International Day for the Elimination of Violence Against Women – history
First established by the United Nations General Assembly in 1999, the International Day for the Elimination of Violence Against Women is observed annually on 25 November. The date honours the Mirabal sisters — Patria, Minerva, and María Teresa — three political activists from the Dominican Republic who courageously opposed the dictatorship of Rafael Trujillo.
Trujillo’s regime (1930–1961) was notorious for brutality, censorship, and widespread human rights abuses, including the persecution and murder of political dissidents. The Mirabal sisters, known collectively as Las Mariposas (“The Butterflies”), became symbols of resistance through their involvement in the underground movement, where they organised meetings, distributed information, and spoke publicly against the regime’s corruption and violence.
On 25 November 1960, the sisters were ambushed and murdered by state agents after visiting their imprisoned husbands. Their deaths provoked national outrage and ultimately contributed to the downfall of the dictatorship.
In their memory, the United Nations declared 25 November as the International Day for the Elimination of Violence Against Women, which is a global call to action to end gender-based violence. The day also marks the start of the 16 Days of Activism Against Gender-Based Violence, an annual international campaign that runs until 10 December, Human Rights Day.
Led by UN Women, this campaign mobilises governments, organisations, and individuals around the world to raise awareness, influence policy, and drive tangible action to prevent and eliminate violence against women and girls.
As we approach the International Day for the Elimination of Violence Against Women 2025, it’s a timely opportunity for employers to reflect on how they can create safer, more inclusive, and supportive workplaces where all women are respected and protected from harm.
Are employers responsible for preventing violence against women?
In the UK, employers have a legal and moral duty to prevent violence against women in the workplace. This duty covers physical safety and psychological wellbeing, ensuring that employees are free from intimidation, bullying, and sexual harassment.
Health and Safety at Work etc. Act 1974
Under the Health and Safety at Work etc. Act 1974, employers must, so far as is reasonably practicable, ensure the health, safety, and welfare of employees while at work.
This duty includes preventing physical and psychological harm. Employers must identify and manage risks such as aggression, intimidation, bullying, or harassment that could compromise an employee’s wellbeing.
Equality Act 2010
The Equality Act 2010 prohibits harassment and discrimination based on sex and other protected characteristics.
Sexual harassment is explicitly outlawed under this legislation. Employers can be held vicariously liable for acts of harassment carried out by their employees unless they can prove they took “all reasonable steps” to prevent such behaviour.
Reasonable steps include having a clear anti-harassment policy, providing training for all employees and managers, maintaining effective reporting mechanisms, and taking swift and fair action when complaints arise.
Protection from Harassment Act 1997
The Protection from Harassment Act 1997 makes it a criminal offence to pursue a course of conduct that causes alarm, distress, or fear of violence.
Although originally introduced to address stalking, the Act has been interpreted by courts to cover workplace harassment and bullying, offering protection to employees who experience persistent, unwanted behaviour that causes harm.
Employers can face both civil and criminal liability if they fail to take reasonable steps to prevent or address harassment under this law.
Worker Protection (Amendment of Equality Act 2010) Act 2023
The Worker Protection (Amendment of Equality Act 2010) Act 2023 came into force on 26 October 2024, strengthening protections against workplace sexual harassment.
This legislation introduces a new proactive duty on employers to take reasonable steps to prevent sexual harassment at work. It shifts the focus from responding to incidents after they occur to actively preventing them.
Key features include:
- Enforcement by the Equality and Human Rights Commission (EHRC).
- The ability for employment tribunals to uplift compensation by up to 25% if an employer fails to meet this duty.
- Practical guidance from the EHRC on what constitutes “reasonable steps,” such as implementing regular training, conducting risk assessments, and ensuring clear reporting procedures are in place.
Employment Rights Bill 2025
The Employment Rights Bill, currently progressing through Parliament, is expected to extend and strengthen the provisions introduced by the Worker Protection Act.
Key proposals include:
- Raising the duty on employers from taking “reasonable steps” to “all reasonable steps” to prevent harassment and sexual harassment.
- Extending liability for third-party harassment, such as that from clients, customers, or contractors.
- Restricting the use of non-disclosure agreements (NDAs) that conceal incidents of harassment or violence.
Although the Bill is still under parliamentary review, the Government has indicated that these reforms will likely be implemented in stages from 2026 onwards.
How employers can prevent violence against women in the workplace
With the Worker Protection (Amendment of Equality Act 2010) Act 2023 now in force and further duties expected under the Employment Rights Bill, employers are increasingly required to demonstrate that they have taken all reasonable steps to prevent harassment and violence at work.
Below are key measures organisations can take to create safer, more inclusive workplaces where everyone feels empowered to speak up and stand up.
Establish clear policies and complaints procedures
Every organisation should have a robust complaints and reporting process, supported by clear policies that clarify expectations, responsibilities, and reporting routes.
Policies should define unacceptable behaviour, including sexual harassment, bullying, intimidation, and discrimination, and explain how reports will be handled. They should be easily accessible, communicated regularly, and reviewed at least annually.
Employers should ensure their policies align with the latest legal duties and clearly reference procedures for handling third-party harassment and non-disclosure agreements (NDAs), in preparation for forthcoming legislative updates.
Foster a culture of openness and respect
A respectful culture starts with leadership. Senior managers must model professional and inclusive behaviour and reinforce the message that harassment, bullying, and discrimination are never acceptable.
Creating safe, accessible communication channels, such as anonymous reporting tools or confidential helplines, helps employees raise concerns without fear of retaliation.
Encouraging open dialogue demonstrates that the organisation takes all forms of misconduct seriously.
Respond promptly and fairly to allegations
When an incident is reported, it should be investigated quickly, fairly, and confidentially. Delays can deepen harm and discourage others from coming forward.
Investigations should be managed by trained personnel, ensuring impartiality and adherence to the principles of natural justice and fairness. Transparency about procedures and timely feedback to those involved help maintain trust in the process.
Provide support for those affected
Employees affected by harassment or violence should have access to confidential support, such as counselling, employee assistance programmes, or external specialist services.
Support should also extend to witnesses and colleagues who may be impacted by incidents. Demonstrating care and compassion strengthens employee wellbeing and reinforces organisational commitment to safety.
Adopt a zero-tolerance approach
A zero-tolerance stance towards harassment, intimidation, misogyny, discrimination, and violence should be clearly communicated and consistently upheld.
This means acting on every report, applying policies without exception, and embedding zero tolerance into leadership communication, team discussions, and internal campaigns. It should be more than a statement — it must be reflected in everyday behaviour and accountability.
Training and education
Training is a vital part of preventing violence against women in the workplace and ensuring compliance with current and upcoming legislation. It equips employees and managers with the knowledge and confidence to recognise, prevent, and respond to unacceptable behaviour.
- All staff should receive training on identifying harassment, understanding boundaries, and knowing how to report concerns.
- Managers and HR professionals should receive advanced training on handling complaints, conducting investigations, and supporting staff in line with legal duties.
- Regular refresher courses ensure awareness remains high and organisational standards are maintained over time.
With the strengthened legal duty to take reasonable steps — and future requirements likely to extend to all reasonable steps — training provides demonstrable evidence of compliance and commitment.
Praxis42 training to create a safer workplace
Preventing violence against women in the workplace starts with awareness, accountability, and practical skills. Our suite of expert-led eLearning courses helps organisations build a culture of safety, respect, and inclusion, and meet their legal duties under UK law.
Explore our related courses:
- Preventing Sexual Harassment – Enables employees to understand the behaviours that constitute sexual harassment, their responsibilities, and how to prevent and address sexual harassment at work.
- Sexual Harassment in the Workplace – Equips managers with the skills to recognise, report, and respond effectively to sexual harassment in the workplace.
- Physical and Verbal Abuse, Bullying and Harassment – Enables all employees to identify, challenge, and eliminate unacceptable behaviour in all its forms.
- Conducting Effective HR Investigations – Provides managers and senior leaders with the knowledge and confidence to manage sensitive cases fairly, consistently, and lawfully.
Together, these courses support your organisation in creating a workplace where everyone feels safe, heard, and respected. To find out more, talk to our friendly team today on 0203 011 4242 / info@praxis42.com
