Workplace Harassment Solicitors

Employment

Workplace Harassment Legal Advice for Employers and Employees

Workplace harassment is one of the most damaging issues a business can face. For employers, a harassment complaint handled badly can result in tribunal claims, reputational damage, and significant financial liability. For employees, experiencing harassment at work can be isolating and distressing. Gurve Legal’s workplace harassment solicitors in London act for both sides, providing clear, commercial advice at every stage.

Whether you are an employer looking to prevent harassment claims before they arise, respond to an active grievance, or defend a tribunal claim, or an employee who needs to understand your rights and options, our employment team is here to help. We advise SMEs, growing businesses, senior executives, and individuals across all sectors.

The law in this area is developing quickly. Since October 2024, employers have a new proactive duty to take reasonable steps to prevent sexual harassment in the workplace. Getting ahead of your obligations now protects your business and your people.

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Our Workplace Harassment Legal Services

Employer Harassment Policy Advice

Having a clear, legally compliant anti-harassment policy is no longer optional. We help employers draft, update, and implement workplace harassment policies that meet current legal standards, including the new preventative duty introduced under the Worker Protection (Amendment of Equality Act 2023) Act. Strong policies reduce your exposure and demonstrate good faith if a complaint arises.

Drafting and reviewing anti-harassment policies
Updating staff handbooks and codes of conduct
Advice on the new preventative duty for sexual harassment
Guidance on third-party harassment obligations

Workplace Investigations

When a harassment complaint is raised, how it is investigated matters enormously. A poorly conducted investigation can expose the business to further claims and create additional liability. Our solicitors advise employers on running fair, thorough, and legally defensible investigations into workplace harassment allegations. Where required, we can also act as independent investigators.

Advice on investigation process and scope
Support for HR teams and line managers
Independent investigation services
Documentation and evidence gathering guidance

Grievance and Disciplinary Support

Handling a grievance or disciplinary process involving harassment requires careful management. Procedural errors at this stage frequently lead to tribunal claims that could have been avoided. We advise employers on disciplinary and grievance procedures and support employees in understanding their rights throughout the process.

Employer-side grievance process advice
Employee support when raising a formal grievance
Guidance on proportionate disciplinary outcomes
ACAS early conciliation support

Employment Tribunal Defence and Claims

Where a workplace harassment matter reaches the Employment Tribunal, specialist representation is essential. We act for both respondent employers and claimant employees in harassment and discrimination claims, including those under the Equality Act 2010. Our team prepares thorough cases and provides clear advice on litigation risk and settlement strategy. For wider employment dispute resolution and litigation, our team covers the full range of claims.

Employer tribunal defence
Employee harassment and discrimination claims
Injury to feelings assessments
Negotiated settlements and compromise

Settlement Agreements

Many workplace harassment matters are resolved by way of a settlement agreement, avoiding the cost and uncertainty of tribunal proceedings. We advise both employers drafting settlement terms and employees reviewing and negotiating offers. For employees, we also advise on termination and settlement agreements more broadly, ensuring you fully understand what you are signing and what you are giving up.

Drafting and reviewing settlement agreements
Negotiating improved terms for employees
Employer-side settlement strategy
Confidentiality clause advice

Harassment Training for Employers

Staff awareness training is one of the most effective tools for preventing workplace harassment. It also provides a strong defence if a claim arises. We work with employers to develop practical training programmes covering the legal definition of harassment, protected characteristics, and reporting procedures. This supports compliance with the HR advisory obligations that apply to all employers under UK employment law.

Management and staff training on harassment law
Training as part of the preventative duty requirement
Bespoke programmes for SMEs and growing businesses
Documentation of training for audit purposes

Constructive Dismissal Arising from Harassment

Where an employee resigns because their employer failed to address harassment, a constructive dismissal claim can follow. Employers need advice on managing this risk. Employees need to understand the legal threshold before making a decision they cannot reverse. We advise both parties clearly, helping businesses respond appropriately and helping employees understand their prospects before resigning. Related employment contracts and policies advice is also available for businesses looking to strengthen their documentation.

Employer-side risk assessment and response
Employee advice before resignation
Constructive dismissal claim support
Linked discrimination and harassment claims

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Why Choose Gurve Legal

We Act for Both Employers and Employees

Most employment law firms focus predominantly on one side. Gurve Legal advises both employers defending harassment claims and employees bringing them. This means our advice is grounded in a full understanding of how the other side thinks, what arguments they will raise, and how disputes are actually resolved. For businesses, that means sharper risk management. For employees, it means more realistic and better-informed advice.

Commercial Advice Built for SMEs

Large City firms typically focus on corporate clients with in-house legal teams. Gurve Legal is built around businesses that do not have that resource. We give SMEs, owner-managed businesses, and growing companies the kind of direct, practical employment law advice that protects them without unnecessary cost or complexity. Our advice is proportionate to your size and your risk.

Up to Date on the Latest Legal Duties

The introduction of the positive duty to prevent sexual harassment in October 2024 changed the obligations for every employer in the UK. We stay current with legislative changes and advise clients on what they mean in practice, not just in theory. If your policies and procedures have not been reviewed since that change, we can help you address the gap before a complaint arises.

Discreet, Efficient, and London-Based

Harassment matters require sensitivity and speed. Delays in responding to a grievance or complaint can make the legal position worse. Our employment solicitors are based in London and available to advise at short notice, whether you need help reviewing a policy, responding to a complaint, or preparing for a tribunal hearing. We work to your timescale, not ours.

Speak to Our Workplace Harassment Solicitors Today

Whether you are an employer responding to a complaint or an employee who needs to understand your options, our employment team is ready to help. We offer clear, practical advice with no unnecessary jargon, from a team that understands both sides of workplace harassment disputes.