Many organisations adopt a ‘zero-tolerance’ stance on sexual harassment, signalling a commitment to addressing this issue. With the new Worker Protection Act coming into force on 26th October 2024, organisations are taking steps to communicate their stance on workplace sexual harassment to their employees, making them more likely to be compliant with the new law. While the intention is good, in practice, the zero-tolerance approach can be more of a false promise than a solution.

Zero-tolerance policies are a contradiction to themselves. Stating zero-tolerance suggests that every incident will lead to action, often dismissal. But is this realistic? Can you follow through on this promise every time? And most importantly, who does this promise serve; those who experience harassment or the organisation’s reputation?

We understand that organisations use the term ‘zero-tolerance’ to signal a strong commitment to tackling sexual harassment in the workplace. This commitment is particularly relevant with the new Worker Protection Act coming into force on 26th October 2024, encouraging businesses to communicate their stance on sexual harassment clearly. However, while the intention may be good, the reality of implementing such a policy is often far more complicated.

Sexual harassment comes in many forms, ranging from groping and assault to more covert behaviours like inappropriate jokes or gossip, organisations rarely follow through on dismissals for every instance. While some...

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