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Sexual harassment is unwanted behaviour of a sexual nature that violates a person's dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment. In Mansfield, as elsewhere in England and Wales, sexual harassment can be a civil matter under equality and employment law and a criminal matter where behaviour amounts to sexual assault, stalking or other sexual offences. Employers, service providers and educational institutions have legal duties to prevent and respond to harassment. Individuals can pursue complaints internally, through employment tribunals or through the criminal justice system.
A lawyer can help you understand your rights, assess the strength of your case and take the correct legal steps. Common situations where legal help is needed include:
- Workplace harassment where an employer fails to stop repeated conduct, or where you have been disciplined or dismissed after complaining.
- Complex cases involving multiple incidents over time, or where there are conflicting witness accounts.
- Cases that may involve both criminal and civil elements - for example when you want the perpetrator prosecuted and also seek compensation or a workplace remedy.
- Requests for protective court orders, such as restraining orders under the Protection from Harassment Act 1997 or other injunctions.
- Discrimination claims under the Equality Act 2010 - for example when sexual harassment is linked to sex or gender.
- Negotiating settlements, drafting legal letters, preparing tribunal claims and managing evidence and witness statements.
- Advising on costs, time limits and whether funding or conditional-fee arrangements are available.
This section summarises the most relevant legal frameworks that apply in Mansfield and across England and Wales:
- Equality Act 2010 - makes sexual harassment related to sex unlawful in employment, education and when using goods and services. Harassment is unlawful if it violates dignity or creates a hostile environment.
- Employment law and Health and Safety duties - employers must protect staff from harassment. Employment Tribunal claims for harassment or related constructive dismissal can be brought when internal remedies fail.
- Sexual Offences Act 2003 - covers criminal sexual offences, including sexual assault, rape and other offences where the conduct is non-consensual or coercive.
- Protection from Harassment Act 1997 - can be used to obtain civil remedies and criminal penalties for repeated harassment or stalking-type behaviour. Courts can grant restraining orders.
- Criminal procedure - if conduct is a criminal offence you can report it to the police. The Crown Prosecution Service decides whether to bring charges. Complainants in sexual offence cases have statutory lifelong anonymity in reporting and in the media under the Sexual Offences (Amendment) Act 1992.
- Time limits - Employment Tribunal claims are normally subject to a strict time limit of three months less one day from the last discriminatory act, and early conciliation with ACAS is usually required first. Civil personal injury claims generally have a limitation period of three years from the date of injury or knowledge of injury. There is often no statutory time limit for criminal reporting, although delays can affect investigations.
Sexual harassment includes unwanted sexual comments, jokes, staring, touching, propositions, sharing sexual images without consent, sexual gestures, degrading remarks and creating a sexualised environment. It also covers behaviour linked to gender or sexual orientation where it violates dignity or creates an offensive environment.
Yes. If sexual harassment occurs at work and your employer fails to take reasonable steps to prevent or stop it, you may be able to bring a claim to an Employment Tribunal for harassment under the Equality Act or for constructive dismissal if you left because of the conduct. Before an employment claim you usually must contact ACAS for early conciliation.
It depends on the nature of the conduct. If the behaviour is criminal - for example sexual assault, rape or threats - report to the police immediately. For workplace incidents you should also follow your employer's grievance or reporting procedure. You can do both - reporting to your employer does not prevent you from involving the police.
Keep and preserve texts, emails, social media messages, photographs, CCTV footage, and any written complaints. Write a contemporaneous timeline of incidents with dates, times and locations. Get witness names and statements where possible. For physical or sexual assault, seek medical attention and ask for records from a Sexual Assault Referral Centre if available.
For most employment and discrimination claims the time limit is three months less one day from the last act, and ACAS early conciliation is normally required first. Civil personal injury claims generally have a three-year limitation period. Many sexual offences have no statutory limit for reporting to the police, though early reporting helps evidence-gathering.
Yes. Complainants in sexual offence cases have statutory anonymity in the press and media under UK law. Courts also often take steps to protect identity during proceedings. If you have concerns about privacy when making a civil or employment claim, raise these with your lawyer and the tribunal or court.
Possible remedies include compensation for injury to feelings and financial loss, reinstatement or re-engagement at work, an injunction or restraining order to prevent further contact, disciplinary action against the perpetrator, and criminal convictions with sentencing. Remedies depend on whether you pursue a civil, employment or criminal route.
You do not always need a solicitor, but complex, high-stakes or criminal-linked cases usually benefit from specialist legal advice. Costs vary - some civil or employment solicitors offer fixed fees, staged payments, or conditional-fee arrangements. Legal aid is generally limited for civil or employment harassment claims but may be available in certain criminal proceedings. Get a clear costs estimate up front.
Employers should follow a fair and prompt grievance procedure, carry out an impartial investigation, allow both sides to give evidence, and take proportionate action based on findings. If your employer fails to act, you may have grounds for a tribunal claim. Keep copies of all correspondence and outcomes of internal procedures.
Local support can include your GP, local sexual assault referral services, Victim Support and local specialist organisations for survivors. Citizens Advice can provide free legal information about employment and civil options. If you are in immediate danger call the police. For criminal matters the police and Crown Prosecution Service handle investigations and charges.
Below are categories of organisations and bodies that can help - contact them locally in Mansfield or via national helplines and services in England and Wales:
- Emergency and local police - report crimes and seek immediate protection.
- Victim support services - practical and emotional support through criminal investigations.
- Sexual Assault Referral Centres - medical care, forensic examinations and counselling after assault.
- Citizens Advice - free guidance on civil, employment and welfare issues.
- ACAS - information and early conciliation for workplace disputes and tribunal claims.
- Equality and Human Rights Commission - guidance on discrimination and public-sector duties.
- Specialist charities - rape crisis centres, survivors support organisations and services for male victims.
- Local NHS services and GPs - medical care and referrals to mental health support.
- Professional regulators - where the alleged perpetrator is a regulated professional such as a doctor, teacher or nurse, their regulator may investigate professional misconduct.
If you are affected by sexual harassment in Mansfield, consider these practical steps:
- Ensure your immediate safety - if you are in danger call the police. Remove yourself from risky situations and get medical care if needed.
- Record what happened - keep messages and emails, write a detailed timeline and save any physical evidence.
- Report appropriately - for criminal behaviour contact the police; for workplace matters follow your employer's grievance procedure and seek early conciliation with ACAS if considering an employment claim.
- Seek support - contact local victim support services, a sexual assault referral centre or a trusted health professional.
- Get legal advice - speak to a solicitor who specialises in sexual harassment, employment law or personal injury. Bring your evidence, a clear timeline and names of witnesses to an initial meeting.
- Consider funding and time limits - ask about costs, possible conditional-fee arrangements and be mindful of strict tribunal and civil limitation periods.
Getting early, specialist advice helps protect your rights and improves the chance of an effective outcome. If you are unsure where to start, a free initial discussion with Citizens Advice or a local specialist support service can point you in the right direction.
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Each profile includes a description of the firm's areas of practice, client reviews, team members and partners, year of establishment, spoken languages, office locations, contact information, social media presence, and any published articles or resources. Most firms on our platform speak English and are experienced in both local and international legal matters.
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Disclaimer:
The information provided on this page is for general informational purposes only and does not constitute legal advice. While we strive to ensure the accuracy and relevance of the content, legal information may change over time, and interpretations of the law can vary. You should always consult with a qualified legal professional for advice specific to your situation.
We disclaim all liability for actions taken or not taken based on the content of this page. If you believe any information is incorrect or outdated, please contact us, and we will review and update it where appropriate.
