What Employers Should Do When A Case Of Sexual Harassment Is Reported

Founded in 1983, Udo Udoma & Belo-Osagie is a multi-specialisation full service corporate and commercial law firm with offices in Nigeria’s key commercial centres. The firm’s corporate practice is supported by a company secretarial department, Alsec Nominees Limited, which provides a full range of company secretarial services and our sub-firm, U-Law which caters exclusively to entrepreneurs, MSMEs, startups, and growth businesses across several industries, including the FinTech industry. It is designed as a one-stop-shop for all basic business-related legal needs, providing high-quality support in a simplified and straightforward manner at super competitive prices. We are privileged to work with diverse local and international clients to create and implement innovative practical solutions that facilitate business in Nigeria and beyond. When required, we are well-placed to work across Africa with a select network of leading African and international law firms with whom we enjoy established relationships.

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Creating a safe and respectful workplace isn't optional. When a case of sexual harassment is reported in the workplace, employers have both a legal duty to act swiftly and fairly.

Nigeria Employment and HR

Udo Udoma & Belo-Osagie

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Creating a safe and respectful workplace isn't optional.

When a case of sexual harassment is reported in the workplace, employers have both a legal duty to act swiftly and fairly.

Every report on harassment, no matter how "minor" it may seem, must be handled seriously, confidentially, and without bias.

Failing to act or mishandling a complaint can expose an organisation to serious legal, reputational, and ethical risks.

Read our article on how to handle a case of sexual harassment: https://uubo.org/what-employers-should-do-when-a-case-of-sexual-harrassment-is-reported/

The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.

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