Anonymous reporting for sexual harassment: start free in Slack or Teams

In England, Scotland and Wales

• Reasonable steps. Since 26 October 2024, employers must take reasonable steps to prevent sexual harassment of their staff. On 30 October 2026, that becomes all reasonable steps, and employers must also take all reasonable steps to stop customers, clients, patients and other third parties harassing staff.
• A way to report. The EHRC’s guidance on those steps includes reporting: more than one way to report, named or anonymous, so nobody has to report to the person harassing them, and one confidential log of every concern, formal and informal.
• Sexual harassment and whistleblowing. Since 6 April 2026, reporting sexual harassment can be a protected disclosure under whistleblowing law, which means nobody at work may treat them badly for reporting. Our UK whistleblowing policy guide covers what your policy should say.
• Enforcement. Employment tribunals can’t hear a claim for a breach of the duty on its own, and the EHRC enforces it. When a tribunal upholds a sexual harassment claim and awards compensation, it must consider whether the employer breached the duty, and can add up to 25% to the award. From 30 October 2026, employees can also bring a claim over harassment by a third party.

Our Worker Protection Act guide covers each of the steps, and our sexual harassment training guide has a free training pack for your staff.

In Australia

Under the positive duty, the Australian Human Rights Commission’s standards include reporting and response: more than one way to report, including anonymously, and no need to report internally first. Our positive duty guide covers all seven standards. Work health and safety laws also require employers to manage sexual harassment as a psychosocial hazard, and our psychosocial hazards guide sets out what each state requires.

If your staff already work in Slack or Microsoft Teams, they can report from day one, so you start hearing about concerns straight away.

• No new tech to adopt. Staff report in the app they already use, and the people who handle concerns pick them up there, so staff have no new platform to learn.
• No change management. Nothing about how staff work changes. The launch and promo material tells them about the new way to report.
• No training course. The app asks staff a few questions in the chat, and the guide on how to raise a concern shows them how to start.
• Set up with you. It starts with a 30-minute onboarding call about what you need.

Setup takes three steps, and our team does it with you.

1. Install the Safe Workplace app in Slack. A workspace admin approves the install.
2. Create a private channel for concerns, such as #concerns, and add only the people who handle them, for example an HR lead and a senior manager.
3. Tell your staff. Post the announcement from the launch and promo material in Slack, and share the guide on how to raise a concern.

Staff then type /safeworkplace in Slack to raise a concern, and the app asks them a few questions in a private chat.

Amazon ran Safe Workplace’s case and concern management across its corporate workforce in more than 40 countries, and early-stage reporting tripled within 12 months. 70% of Amazon employees surveyed said they wouldn’t have reported through any previous route.

Thiess, the world’s largest mining services provider, doubled early-stage incident reporting in under a year and improved incident response times by 50%.