Workplace Sexual Harassment Investigation Training for Managers, HR Professionals and Investigating Officers

Investigating sexual harassment at work training course for managers, HR professionals and investigators. Learn a legally compliant investigation process, evidence gathering techniques, interviewing skills and Worker Protection Act requirements.

Our comprehensive workplace sexual harassment investigation training course provides practical guidance for managers, HR professionals and investigating officers responsible for conducting workplace harassment investigations and responding to allegations of inappropriate behaviour.

The course provides a clear understanding of what constitutes sexual harassment, the distinction between workplace banter and harassment, and how to carry out fair and impartial workplace investigations that comply with organisational procedures and legal requirements.

Participants will gain the knowledge and skills needed to investigate sexual harassment complaints, gather and assess evidence, conduct professional interviews, prepare robust investigation reports and maintain records capable of withstanding scrutiny during appeals, disciplinary hearings, employment tribunals or court proceedings.

The programme covers all key aspects of sexual harassment investigation training, including:

• The Worker Protection Act and employer responsibilities
• Preventing sexual harassment in the workplace
• What sexual harassment looks and feels like
• Understanding the boundaries between jokes, banter and harassment
• Responding to workplace harassment complaints
• Conducting workplace investigations
• Workplace investigation interviewing skills
• Evidence gathering in workplace investigations
• Investigation report writing and defensible documentation
• Fair decision-making and notification processes
• Good practice for legally compliant workplace investigations

The course places particular emphasis on the legal importance of following organisational policies and procedures closely. It can be tailored to reflect your organisation’s own policies and procedures for preventing and investigating sexual harassment at work.

Many policies explain what actions should be taken during an investigation but provide little guidance on how those actions should be undertaken. For example, policies may require interviews, statements and record keeping but often do not explain what constitutes employment tribunal-ready documentation, how to conduct effective witness interviews or how to create robust investigation reports.

This course fills those gaps by providing practical guidance on workplace investigation best practice, helping participants conduct investigations that are fair, evidence-based and capable of withstanding challenge.

The training provides high-quality, practical guidance on handling sexual harassment allegations at work, demonstrating fair but robust investigative processes that support both complainants and those subject to allegations.

Coverage includes definitions of sexual harassment, examples of borderline behaviour, initial complaint responses, investigation processes, evidence gathering, interviewing witnesses, decision-making, notifications and record keeping. Throughout the course there is a strong focus on defensible documentation, ensuring accurate records, notes and reports can be relied upon during disciplinary proceedings, appeals, third-party investigations or employment tribunals.

Who Is This Course For?

This course is designed for:

• Managers responsible for handling sexual harassment complaints
• HR professionals involved in employee relations investigations
• Investigating officers
• Senior managers overseeing workplace investigations
• Individuals new to workplace investigation responsibilities
• Anyone seeking sexual harassment investigation training for managers or HR investigation training

The programme is particularly valuable for organisations seeking to strengthen compliance with the Worker Protection Act and improve their approach to preventing sexual harassment in the workplace.

We also offer a half-day alternative focused exclusively on the investigation process. This option is suitable for those who already understand the Worker Protection Act, workplace harassment, employer responsibilities and complaint handling procedures but require additional training in conducting workplace investigations, interviewing techniques and evidence assessment.

Investigating Sexual Harassment At Work Course Content

1. Understanding Sexual Harassment

This session clarifies what constitutes sexual harassment, what it looks like in practice and how it affects individuals, teams and organisations. It explores the often difficult distinction between workplace banter and harassment and provides guidance on making fair and robust decisions.

Topics include:

• What constitutes sexual harassment?
• Workplace jokes, banter and inappropriate conduct
• Borderline behaviours and making robust decisions
• The impact on victims, witnesses, teams and organisational culture
• Preventing sexual harassment in the workplace
• Reasonable and proportionate immediate interventions
• Responding to concerns raised by employees, managers and witnesses
• Identifying when a formal workplace investigation is required
• Victimisation, retaliation and associated risks

2. The Worker Protection Act

This session provides an overview of the Worker Protection Act, the reasons behind its introduction and the obligations it places upon employers.

Topics include:

• The Worker Protection Act and employer duties
• Other legal protections: including third party liabilities under the Employment Rights Act and Section 48 of the Public Disorder Act
• Worker Protection Act compliance requirements
• EHRC Technical Guidance
• Preventing sexual harassment under the Worker Protection Act
• Responding effectively to complaints and concerns
• Preparing for scrutiny from regulators, tribunals and courts
• The importance of legally compliant workplace investigations
• Following organisational policies and procedures
• The importance of defensible documentation

3. Defensible Documentation

Robust record keeping sits at the heart of every successful workplace investigation.

Everything said, written or recorded during an investigation may be reviewed during an appeal, disciplinary hearing, employment tribunal or court case. Investigators therefore need the skills to produce accurate, factual and professional records throughout the process.

This session provides an A–Z framework covering:

• Defensible documentation training principles
• Workplace investigation report writing
• Investigation note-taking techniques
• Recording witness evidence accurately
• Maintaining investigation records
• Presenting evidence clearly and objectively
• Avoiding common documentation mistakes
• Creating records capable of withstanding tribunal scrutiny

High-quality documentation, combined with effective implementation of company procedures, provides one of the strongest foundations for defending investigation outcomes.

4. Understanding Organisational Policies and Procedures

Investigators must understand and apply organisational policies consistently and fairly.

This session explores your organisation’s procedures for preventing and investigating sexual harassment, helping participants apply them effectively while incorporating recognised workplace investigation best practice.

Where organisational policies are unavailable, generic examples are used while emphasising the importance of following internal procedures.

Typical areas covered include:

4.1 Initial Response and Risk Assessment

• Responding to the initial complaint
• Handling sexual harassment allegations at work
• Assessing severity and organisational risk
• Immediate safeguarding and risk-reduction measures
• Short-term interventions and de-escalation options
• Suspensions, alternative reporting arrangements and workplace adjustments
• Reducing the risk of recurrence
• Managing workplace concerns, rumours and gossip

4.2 Communication and Confidentiality

• What to communicate, to whom and when
• Formal and informal responses
• Written and verbal communications
• Confidentiality considerations
• Respecting the wishes of complainants
• Managing conflicts of interest
• Supporting all parties throughout the process

4.3 Conducting the Investigation

• Conducting workplace harassment investigations
• Investigation planning and case management
• Considering complainants, witnesses and alleged perpetrators
• Sources of evidence
• Evidence gathering in workplace investigations
• Witness statements, CCTV and documentary evidence
• Handling anonymous complaints
• Creating a professional and neutral investigation environment
• Managing investigatory meetings
• Investigator impartiality and fairness
• Trauma-informed interviewing principles
• Victim-centred investigation approaches
• Workplace investigation interviewing skills
• Effective questioning techniques
• Open, closed and leading questions
• Active listening techniques
• Evaluating and presenting evidence

4.4 Decision Making and Outcomes

• Reviewing evidence objectively
• Reaching evidence-based conclusions
• Producing investigation reports
• Implementing disciplinary procedures
• Notifications and communication of outcomes
• Learning lessons and preventing future incidents

4.5 Support and Wellbeing

• Counselling, advice and support services
• Internal and external support mechanisms
• Keeping employees informed appropriately
• Supporting complainants, witnesses and managers

4.6 Overarching Good Practice

• Workplace investigation best practice UK
• ACAS guidance and recognised standards
• Fair and impartial workplace investigations
• Responding to workforce, media or public enquiries
• Preventing future incidents through organisational learning
• Record keeping and defensible documentation
• Conducting investigations capable of withstanding employment tribunal scrutiny