Preventing Sexual Harassment in GP Surgeries: Employer Obligations
Preventing Sexual Harassment in GP Surgeries: Employer Obligations
Sexual harassment has no place in any workplace — and that includes GP surgeries. While healthcare environments often focus on patient care, it's equally vital that the rights and safety of staff are upheld. Employers, including GP partners and practice managers, have a legal and ethical obligation to prevent sexual harassment and foster a safe working environment for all team members.
What is Sexual Harassment?
Under the Equality Act 2010, sexual harassment is defined as unwanted conduct of a sexual nature that has the purpose or effect of:
Violating someone’s dignity, or
Creating an intimidating, hostile, degrading, humiliating or offensive environment.
This can include:
Inappropriate comments or jokes – however innocently intended
Unwanted physical contact
Sexual advances or suggestive messages
Displaying sexual images or material
Behaviour by patients, colleagues, or supervisors
The Legal Duty of GP Surgeries
As employers, GP surgeries are legally responsible for their employees’ actions and legally responsible for preventing sexual harassment in the workplace. The duty extends to all staff — including receptionists, nurses, salaried GPs, locums, and admin teams. The CQC increasingly considers workplace culture when assessing whether a practice is safe, effective and well-led.
Key obligations include:
Being proactive Implement clear policies, training, and a supportive reporting system.
Acting promptly and appropriately when concerns are raised Ignoring or mishandling complaints can lead to legal claims and reputational harm.
Protecting staff from third-party harassment GP surgeries should also take steps to protect staff from sexual harassment by patients or visitors.
What Should a GP Surgery Do?
Risk assess your own Practice to understand whether there is a problem that needs to be addressed. Know you have a loose cannon? Do something about it.
Have a clear anti-harassment policy that includes definitions, examples, and procedures for reporting.
Provide regular training for all staff, including how to recognise and respond to sexual harassment. Remember that intention on the aggressor’s part is not necessarily required. Encouraging staff to think about the impact of their actions is important.
Create a culture where concerns can be raised safely, without fear of retaliation. All the policies and training in the world are useless without the Partners leading by example and there being a genuine zero tolerance culture.
Respond promptly to incidents with a clear, documented investigation process. Ignoring complaints will lead to claims staff turnover – usually the good ones leave and that gives you another headache.
Support those affected, including access to occupational health or counselling where appropriate.
Future reform?
The Employment Rights Bill will make it more difficult for employers to defend claims that they have failed to prevent sexual harassment. Keep an eye out for guidance on what employers, including GP Surgeries, should be doing to comply with their obligations.
If you need help updating policies, delivering staff training, or handling a difficult matter, let’s talk. Protecting your people is protecting your Practice and your Partnership.
