Why Most Women Don’t Report Sexual Assault at Work—and What You Can Do About It

Published : July 18, 2025

One in four female workers has experienced sexual assault at work, according to Unite the Union. This disturbing finding was revealed in its recent survey of over 6,000 female members. With nearly 300,000 female members in total, the union has pleaded with the government to take further action against sexual harassment in the workplace.

Below, we examine these alarming sexual assault UK statistics in more detail and discuss Unite’s response. We also outline the steps victims can take to seek justice and how Redmans Solicitors can support those affected.

If you have any questions before reading this article or want immediate help, please contact us today. As employment law experts, we can provide the answers you’re looking for and ensure you reach an optimal outcome. Discover how we can help you now by:

Unite Survey Reveals Widespread Sexual Assault at Work and Culture of Silence

On 8 July 2025, Unite the Union released its “landmark” survey, examining the impact of sexual harassment in the workplace. Its most striking revelation was that a quarter of the female respondents said they’d faced sexual assault at work.

8% had been the victim of sexual coercion, whereby they’d been threatened or manipulated into sexual acts without genuine consent, while 56% had been subjected to sexually offensive jokes. Over half had faced unwanted flirting, 43% touched inappropriately, and 28% sent pornographic content by a superior.

Of those who had been victims of sexual harassment in the workplace, despite almost half experiencing multiple repeat offences, a staggering 75% chose not to report the matter. This left many perpetrators at risk of reoffending.

Unfortunately, many female victims chose not to report due to two key concerns: fear of not being believed and the potential risk to their employment. These fears were backed up by victims who’d had the courage to make a complaint, with some being accused of lying and others losing their jobs. 

One anonymous female member working in construction shared how she’d been harassed by her manager for several months. When she finally told the company’s owner, who claimed she had “done the right thing,” she was fired the next day. This devastated the female individual and kept her out of the industry for years.

Sexual Harassment vs Sexual Assault at Work: What’s the Legal Difference and What Can You Do?

Victims of harassment and sexual assault at work are often left to deal with the devastating consequences alone. As seen above, many of those affected believe they can’t speak up and, even if they do, they’re regularly silenced.

However, despite these worrying findings, remedies exist to protect individuals from such misconduct. Before discussing the options available to victims of sexual harassment and assault, though, it’s important to distinguish between the two.

What Does “Sexually Assaulted” Mean?

Sexual assault refers to intentional, non-consensual, sexual touching, whereby the perpetrator doesn’t reasonably believe that consent was provided. This is a criminal offence, covered under the Sexual Offences Act 2003, and is handled by the police, the Crown Prosecution Service (CPS), and the criminal courts. Examples of sexual assault at work include groping, kissing, or any other form of unwanted physical sexual contact.

Since this is a criminal matter, those affected should immediately report any offence to the police. That being said, while employment lawyers don’t handle criminal cases, they can help with other workplace-related issues.

Sexual Harassment Definition

Sexual harassment, on the other hand, concerns unwanted conduct of a sexual nature that has the purpose or effect of violating a person’s dignity, or creating a hostile and humiliating environment for them. It’s a civil matter, covered under the Equality Act 2010, and is primarily handled in the employment tribunal. Examples of harassment in the workplace include inappropriate sexual jokes, unwelcome flirting, and unsolicited sexually explicit messages.

If an individual has experienced such conduct at work, they could first discuss the matter with HR, in line with their employer’s sexual harassment policy, or raise a formal grievance. Taking these steps can lead to a swift resolution and avoid the stresses and costs associated with tribunal proceedings.

However, if a resolution cannot be found, external measures may be required. Acas early conciliation is usually a good starting point, as it’s free of charge and required before a claim can be raised. Should the matter persist, though, provided the specific eligibility criteria and time limits are met, employment tribunal proceedings could then be initiated.

Since several avenues can be pursued, it’s generally a good idea to obtain legal advice before proceeding. An expert in the sector can analyse one’s case, outline their possible options, and ensure they make the right decision for them. 

Calls for Government Action Grow Following Unite’s Alarming Findings

Following Unite’s findings, the union’s general secretary, Sharon Graham, said, “Nobody should suffer sexual harassment in the workplace. Unite is committed to taking a zero-tolerance approach, and we will put every employer turning a blind eye on notice.” She added that the union wouldn’t stop fighting until harassment had been completely eradicated.

Alison Spencer-Scragg, Unite’s national women’s officer, also contributed to the conversation, saying, “The Worker Protection Act has not gone far enough in keeping women safe from sexual harassment at their workplace.” She asserted that employers are disregarding their current legal obligations and pleaded with the government to do more.

Given the scale of Unite’s findings, it’s becoming increasingly difficult for the government to ignore. Whether these revelations will lead to meaningful change remains to be seen, but it’s clear that stronger action is urgently needed to prevent sexual harassment in the workplace once and for all.

If you have faced such misconduct at work and want legal help, contact Redmans Solicitors now. As experts in the employment sector, we can assess your circumstances, address your queries, and discuss your next steps. Nobody should have to face sexual harassment at work, and we are here to help you seek justice.

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The information on this page is intended for general informational purposes only and does not constitute legal advice.