Stalking and Harassment at Work: UK Law, Employer Responsibilities, and How to Support Victims

Learn the legal definitions of stalking and harassment, how they differ, and what employers must do to support victims and protect lone workers.

Why Employers Must Take Stalking and Harassment at Work Seriously

Stalking and harassment affect millions across the UK — including in the workplace. According to the Suzy Lamplugh Trust, up to 1.5 million people in England and Wales experience stalking annually. While often underreported, these behaviours can lead to anxiety, lost productivity, absenteeism, and even physical harm — especially for lone workers and public-facing roles.

Stalking doesn’t only affect high-profile individuals. Ordinary workers across healthcare, retail, education, hospitality, and public services are frequently targeted — often in or around their place of work.

In the UK, employers are legally required to safeguard employees from foreseeable risks — including those posed by stalking and harassment. This means recognising the signs, offering appropriate support, and having effective lone worker protection measures in place.

What Is the Legal Definition of Stalking and Harassment?

Under UK law:

Harassment is behaviour intended to cause distress or alarm, or that has this effect — even if not intended.
Stalking is a form of harassment involving fixated, obsessive, and repeated behaviours, such as:
- Repeated unwanted contact (online or offline)
- Following or monitoring someone
- Sending gifts or messages
- Showing up at their workplace or home

Employers have legal responsibilities under:

The Protection from Harassment Act 1997
The Health and Safety at Work Act 1974
The Equality Act 2010 (if harassment relates to a protected characteristic)

Spotting the Signs of Workplace Stalking or Harassment

Stalking and harassment can be subtle. Employers, managers, and colleagues should watch for warning signs like:

A sudden decline in work performance or attendance
Emotional distress, anxiety, or fear about coming into work
Regular personal calls, emails, or unexpected visits
Reluctance to be alone or leave the workplace after hours
Mention of unwanted attention or relationship difficulties

These signs may be more difficult to spot in lone workers or remote employees, making regular check-ins and open communication essential. You can use Suzy Lamplugh Trust’s video assessment tool, "Am I being stalked?".

Employer Responsibilities: Creating a Safer Work Environment

Employers must take reasonable steps to protect employees from risks like stalking and harassment — particularly for lone, remote, and public-facing workers.

Key actions include:

Conducting regular risk assessments, especially for lone or high-risk roles
Implementing and enforcing a Lone Worker Policy
Providing training for managers on how to handle disclosures
Offering discreet personal safety devices or apps for at-risk employees
Establishing a clear reporting process for incidents
Ensuring confidentiality and compassion in all responses

Technology Can Help: Lone Worker Devices for Enhanced Protection

Personal safety solutions can play a crucial role in safeguarding employees vulnerable to stalking. These may include:

Discreet panic buttons (Red Alert functionality)
GPS location tracking for emergency response
Audio recording for evidence and investigation
Check-in and monitoring timers for added security during shifts

These tools are particularly important for lone workers who may face risks when travelling, visiting client homes, or working late hours.

Free Guide: Supporting Victims of Stalking in Your Workforce

We’ve partnered with the Suzy Lamplugh Trust to create a free downloadable guide that helps employers:

Understand what stalking looks like in the workplace
Spot red flags and identify high-risk employees
Meet legal duties and improve lone worker safety
Introduce supportive measures and safety tools
Build a culture of trust and proactive wellbeing

Who should read it?

HR and People teams
Health & Safety Officers
Line Managers and Team Leaders
Compliance and Legal staff
Anyone managing lone or vulnerable workers

You can download it for free by filling your details into the form below.

What to Do If You’re Being Stalked: Advice and Support

If you think you’re being stalked and you want to find out what you can do, contact the National Stalking Helpline on 0808 802 0300 or complete their enquiry form. The helpline is open 9.30 – 16.00 every weekday, apart from Wednesday when they operate extended hours 09.30 – 20.00.

Whether it’s happening at work, online, or elsewhere, victims should also report incidents to their employer or HR team if it affects their wellbeing at work.

You can also visit the following websites:

Take the Next Step in Protecting Your Lone Workers

Proactively addressing stalking and harassment isn’t just the right thing to do — it’s a legal obligation. Employers who support victims of stalking build safer, more engaged workplaces and protect their organisations from reputational and legal harm.

Book a free demo, request a quote, or get answers to your questions: