Sexual harassment is unacceptable but unfortunately it can happen anywhere, including in the workplace. The PDA stands with all victims of sexual harassment and has supported individuals in claims against the perpetrators of such acts.
While sexual harassment can happen to anyone, we recognise that some groups can more often be the targets of such unwanted behaviour. Lourette Latif Philips, President of the National Association of Women Pharmacists (NAWP) Network said, “NAWP welcomes these important developments in strengthening protections against sexual harassment in the workplace. Sexual harassment can have a profound impact on confidence, wellbeing, career progression, and an individual’s ability to feel safe at work. Employers must go beyond publishing policies and take meaningful, proactive steps to prevent harassment and support those who raise concerns. These legal developments are an important step forward, but meaningful cultural change requires employers to take action and individuals to feel empowered to speak up when something is not right.”
Adam Somerville, President of the LGBT+ Network added, “The LGBT+ Network welcomes the recent legal changes which strengthen protections for those experiencing sexual harassment at work. We unfortunately hear of numerous cases of LGBT+ colleagues being subject to such behaviour. The legal protection for whistleblowers is essential in allowing allies to combat abusive behaviour. It also highlights the employer’s responsibility to create a safe working environment. We hope these changes will contribute to a more equal and inclusive workplace for pharmacists.”
What is sexual harassment?
Sexual harassment is any unwanted behaviour of a sexual nature that makes you feel intimidated, degraded, humiliated, or offended. It can include comments, gestures, messages, touching, or any other behaviour that creates an uncomfortable or hostile environment. It can happen to anyone.
Your employer’s legal duty to protect you
Since 26 October 2024, employers have had to take reasonable steps to stop sexual harassment happening. This includes:
- Having clear policies.
- Training staff.
- Assessing risks.
- Acting quickly when concerns are raised.
If your employer has not taken proper steps to prevent harassment and you have been a victim, you may have a legal claim.
Reporting sexual harassment
You can raise concerns in several ways:
A: Raising it internally
You can report it through your employer’s grievance or dignity‑at‑work process. Your employer should investigate and take steps to protect you.
B: Making a legal claim
You may be able to bring a claim in the Employment Tribunal under the Equality Act 2010. If your employer failed to take reasonable steps to protect you, the Tribunal can increase your compensation.
Whistleblowing protection (from 6 April 2026)
From April 2026, reporting sexual harassment can count as whistleblowing. This means:
- You are protected from being treated badly because you raised concerns.
- If you are an employee, you are protected from unfair dismissal.
- The protection applies whether the harassment happened in the past, is happening now, or may happen in the future.
You can make a protected disclosure to your employer, to certain official bodies, or to your legal advisor.
If you lose your job because you spoke up
If you are dismissed for raising sexual‑harassment concerns (after April 2026), you may be able to:
- Bring an unfair dismissal claim.
- Apply for interim relief, which can keep you on the payroll while your case continues.
Confidentiality clauses
From October 2026, a further law will take effect. Employers will not be able to use confidentiality clauses to stop workers reporting sexual harassment. Even if a worker signed an agreement, they will still have the right to speak up.
If you are victim of sexual harassment at work you can contact the PDA for support
Your advisor will be able to help you:
- Understand your rights.
- Decide how best to report what happened.
- Gather evidence.
- Make a protected disclosure if appropriate.
- Bring a legal claim if needed.
- Seek protective measures from your employer.
Learn more:
- NHS England’s staff standards (includes sexual safety)
- ERA update: improvements to employment rights for pharmacists – part two | The Pharmacists’ Defence Association
- ERA update: improvements to employment rights for pharmacists – part one | The Pharmacists’ Defence Association
- PDA welcomes introduction of employers duty to prevent sexual harassment in the workplace | The Pharmacists’ Defence Association
- PDA sees an increase in members seeking advice on sexual harassment incidents | The Pharmacists’ Defence Association
- PDA urges the government to not backtrack on sexual harassment laws | The Pharmacists’ Defence Association
- Preventing Sexual Harassment | TUC
- Guide to: Discrimination in the Workplace | The Pharmacists’ Defence Association
- It’s Time to Tackle Bullying in the Workplace | The Pharmacists’ Defence Association