Sexual harassment at work: The law is changing.
Is your organisation ready?
Why this matters now
Upcoming legal changes mean inaction isn’t an option.
What’s changing
New duties under the Worker Protection (Amendment of Equality Act 2023) and the Employment Act 2025.
Employers must prevent sexual harassment - not just respond to it.
Failure to comply can trigger investigation and enforcement by the EHRC.
“Continuous reasonable steps” are now required.
This sits alongside wider responsibilities to support employees facing domestic abuse or gender-based violence.
What employers need to do
These changes place a clear duty on employers to act.
Move from reactive policies to active prevention.
Identify real workplace risks.
Provide meaningful training - especially for managers.
Create safe, trusted reporting pathways.
Evidence the steps taken.
Our Workshops
Practical, legally grounded sessions designed to help organisations prevent sexual harassment and respond to domestic abuse with confidence.
Rooted in real-world HR and culture experience, every workshop turns legal duty into practical action, equipping leaders and teams with the clarity, language and tools to create safer workplaces.
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A focused session on what meaningful prevention looks like and what the new duty requires from employers in practice.
What this session delivers
A clear explanation of the preventative duty and how “reasonable steps” are assessed
Insight into how workplace culture shapes reporting, silence and risk
Where organisations commonly fall short
The connection between leadership behaviour and legal exposure
Participants leave with
Clarity on their responsibilities
Confidence to address issues earlier
A stronger understanding of organisational risk points
Clear next steps to strengthen prevention and accountability
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Specialist training for HR, senior leaders and line managers to strengthen employer response to domestic abuse and wider duty of care.
What this session delivers
How to recognise signs of domestic abuse without making assumptions
How to respond to a disclosure in a way that is safe, boundaried and supportive
Clarity on confidentiality, safeguarding and organisational responsibility
The intersection between domestic abuse, performance, absence and risk
Participants leave with
Confidence to handle disclosures appropriately
Clear understanding of what is - and is not - the employer’s role
Language to have difficult conversations safely
Practical steps to strengthen internal response pathways
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A strategic exploration of how VAWG intersects with workplace safety, culture, leadership and retention and why organisations can’t afford to treat it as a “personal issue”.
What this session delivers
A clear link between gender-based violence and workplace impact
Insight into how culture, power and inequality show up at work
Space for senior reflection and honest conversation
Options for panels, keynote talks or facilitated discussions
Participants leave with
A deeper understanding of their organisation’s role
Greater awareness across leadership and teams
The confidence to name issues that are often avoided
A starting point for building a culture that does not look away
The law is changing. But culture change takes leadership.
Let’s make sure your organisation is ready - ethically, legally and practically.
Delivery methods
Workshops can be delivered virtually or in person, depending on your workforce and objectives.
Bespoke training and advisory support is also available for organisations with specific risks, sectors or responsibilities.
Virtual sessions
Live sessions delivered virtually. Well suited to all-staff training, remote, or multi-site organisations, and building a shared understanding.
In-person workshops
Facilitated sessions allowing deeper discussion, reflection and scenario-based learning. Particularly effective for HR teams, people managers and leadership groups, and DE&I networks.
Supportive workplace responses lead to:
Increased safety and
wellbeing
Higher retention and
reduced turnover
Earlier and safer
disclosure
Women remaining in
employment
Frequently Asked Questions
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No. While Third exists to address violence against women and girls, our workshops are designed for everyone in the workplace. Creating safer workplaces isn’t the responsibility of one group. It requires shared understanding across teams, leadership and HR and our sessions are built with that in mind.
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Women are disproportionately affected by domestic abuse, sexual violence and coercive control, and often face particular barriers at work. Our mission is to bring awareness to violence against women and girls and to help organisations respond well.
The skills and guidance we teach are relevant to anyone experiencing abuse. Focusing on women reflects the scale of the issue but it does not limit who can benefit from support.
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Sessions range from 60-minute keynotes to half-day and full-day workshops, depending on depth and audience.
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Yes. We work with organisations to design bespoke training and advisory support where standard workshops aren’t the right fit. This might include adapting content for specific roles, sectors or risks; supporting policy development; or advising on safe, proportionate responses to complex situations.
Delivered by the founder
Rosie has worked across both start-ups and large corporates, leading People, Culture, HR and DE&I functions. She understands how complex organisational change really is and how important it is that training aligns with your culture, leadership style and operational reality.
As the founder of Third, she also leads on product development. That means the workshops are not theoretical but informed by real conversations with women navigating harassment, abuse and reporting systems today.
This is practical, prevention-focused work grounded in law, culture and lived experience.
