Who Can Access Support?
For those affected by sexual violence, including non-abusing partners and family.
We aim to create an inclusive environment and welcome people from diverse backgrounds and identities.
If you feel ready, you can contact us and complete our online referral form
HOW CAN COUNSELLING HELP AFTER SEXUAL MISCONDUCT AT WORK?
Counselling provides a safe, confidential space to:
- Process trauma and distress safely
- Reduce anxiety, stress, and shame
- Rebuild confidence, boundaries, and self-trust
- Explore options around work, reporting, and wellbeing
- For employers and employees
Support is available whether or not you choose to take formal or legal action.
Sexual Misconduct & Sexual Harassment at Work (UK)
What is sexual harassment at work?
Sexual harassment is defined in UK law as unwanted conduct of a sexual nature that has the purpose or effect of violating a person’s dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment.
Under the Equality Act 2010 – Section 26.
You can read the full legal definition here:
👉 https://www.legislation.gov.uk/ukpga/2010/15/sction/26
Examples may include unwanted sexual comments, jokes, touching, messages, images, pressure for sexual contact, or behaviour that makes someone feel unsafe or uncomfortable at work.
Who is protected by the Equality Act 2010?
The Equality Act 2010 protects:
- Employees and workers
- Job applicants
- Apprentices and trainees
- Contractors and agency workers
Protection applies regardless of gender, sexual orientation, age, disability, or employment status.
📘 Full legislation:
👉 https://www.legislation.gov.uk/ukpga/2010/15/contents
What duties do employers have to prevent sexual harassment?
What duties do employers have to prevent sexual harassment?
Since 26 October 2024, employers in the UK have a legal duty to take reasonable steps to prevent sexual harassment in the workplace.This duty comes from the Worker Protection (Amendment of Equality Act 2010) Act 2023, which strengthens protections for workers and places responsibility on employers to act proactively — not just respond after harm occurs.📘 Read the Act: 👉 https://www.legislation.gov.uk/ukpga/2023/51/contents/enacted
What counts as “reasonable steps” for employers?
Where can employers and employees find practical guidance?
What duties do employers have to prevent sexual harassment?
According to guidance from the Equality and Human Rights Commission (EHRC), reasonable steps may include:
- Clear anti-harassment policies
- Staff training and awareness
- Safe and accessible reporting procedures
- Prompt investigation of complaints
- Workplace culture reviews
📘 EHRC technical guidance: 👉 https://www.equalityhumanrights.com/guidance/sexual-harassment-and-harassment-work-technical-guidance
Is sexual misconduct at work always a criminal offence?
Where can employers and employees find practical guidance?
Where can employers and employees find practical guidance?
Not always.Some behaviours may be unlawful under employment and equality law but not criminal. However, certain acts (such as sexual assault) may also fall under criminal law, including the Sexual Offences Act 2003.Understanding the difference can help individuals decide whether to:
- raise a workplace complaint
- seek legal advice
- contact the police
- access therapeutic or emotional support
📘 Sexual Offences Act 2003: 👉 https://www.legislation.gov.uk/ukpga/2003/42/contents
Where can employers and employees find practical guidance?
Where can employers and employees find practical guidance?
Where can employers and employees find practical guidance?
Official, practical guidance is available from:
- ACAS – Clear explanations of sexual harassment and workplace responsibilities 👉 https://www.acas.org.uk/sexual-harassment
- GOV.UK – Summary of new legal protections 👉 https://www.gov.uk/government/news/new-protections-from-sexual-harassment-come-into-force
These resources explain rights, responsibilities, and next steps for both employers and employees.
Our Approach
What do you need?
Every workplace is different. Our support can be tailored to your organisation’s size, needs and culture.
Confidential Counselling for Employees
Our Counselling Services
We offer both general counselling and specialist trauma-informed counselling for organisations.
Counselling offers employees a confidential space to explore difficulties affecting their emotional wellbeing, mental health, relationships, or day-to-day functioning.
Support may include:
- Stress and anxiety
- Workplace pressures
- Low mood and depression
- Confidence and self-esteem difficulties
- Bereavement and loss
- Relationship difficulties
- Burnout
- Workplace difficulties
- Personal challenges affecting wellbeing
- PTSD and complex trauma
- Childhood trauma
- Domestic abuse
- Sexual violence
- Any form of interpersonal Trauma
- Self Harming
- Suicidal Ideation
- Eating Disorders
- Addictions
Support After Sexual Abuse and Rape
Specialist trauma-informed support for employees affected by sexual harassment, sexual misconduct, sexual assault and rape or other distressing workplace experiences.
Wellbeing Support During Difficult Periods
Counselling during organisational change, investigations, grievances, bereavement, conflict or periods of heightened stress.
Workshops, Awareness & Prevention
Thoughtful sessions designed to build awareness, confidence, respectful culture and psychologically safer workplaces.
Leadership & Management Consultation
Support for leaders navigating sensitive people issues with greater confidence, care and professionalism.
Flexible Support Packages
Services may include:
- one-off counselling sessions
- funded sessions for staff
- counselling retainers
- wellbeing packages
- workshops and training
- incident response support
- tailored organisational packages
How we work with organisations
We provide specialist, trauma-informed therapeutic and wellbeing support, with a focus on all forms of interpersonal trauma, sexual violence and complex disclosures.
Our work supports organisations in responding safely and appropriately in practice, offering independent expertise where sensitive or complex situations arise.
We work alongside internal HR processes or external professional advisers where appropriate, and can signpost to external HR support where this is required.
We do not provide HR investigations, disciplinary management, or legal or employment law services.
Workplace Support for Business and Organisations
Trauma Counselling and General Counselling
We work with organisations through Survivors-Support and cover all forms of interpersonal trauma and deliver workplace wellbeing with trauma informed care and have specialist knowledge around sexual violence and the wider impact these issues can have on staff wellbeing, Absences, confidence and workplace culture.
- Confidential Counselling for Employees
Safe, professional support for staff affected by all forms of interpersonal trauma, helping staff to manage stress, personal difficulties, and workplace challenges.
- Trauma-Informed Response for Employers
Guidance and support that helps organisations respond with care, professionalism and sensitivity when concerns arise.
- Prevention, Awareness & Staff Training
Thoughtful training sessions designed to strengthen awareness, boundaries, reporting confidence and respectful workplace culture.
- Support After Workplace Incidents
Targeted counselling, safeguarding and wellbeing support following disclosures, investigations or distressing workplace experiences.
- Ethical Partnership With Social Impact
By working with us, organisations also help widen access to specialist support for survivors in the wider community through our partnership community interest company Bee-lieve survivors
We provide independent therapeutic, wellbeing and safeguarding support. We do not offer legal advice or HR investigation services
What Can We Help With?
We support people affected by a wide range of traumatic experiences, including:
- Childhood trauma
- Sexual abuse and sexual violence
- Domestic abuse
- Emotional, physical and psychological abuse
- Coercive control
- Neglect
- Grief and Loss
- Workplace trauma
- Bullying
- PTSD and Complex PTSD
- Family trauma
- Medical trauma
- Relationship difficulties following trauma
- Anxiety and emotional distress linked to traumatic experiences
If your experience is not listed, please get in touch.
You do not need a diagnosis to access counselling.
Our Counselling Team
We understand that trauma affects everyone differently. Our approach is centred on creating a safe, supportive and non-judgemental environment where you can explore your experiences at a pace that feels right for you.
We believe recovery begins with feeling heard, respected and understood.
Why Choose Bee-Lieve Survivors CIC?
- Counselling for eligible survivors
- Trauma-informed, survivor-centred practice
- Flexible online sessions
- A supportive, community-driven environment
- Opportunities to be heard, believed, and supported without pressure
Learn more about our mission
What All Counselling Options Include
Whatever pathway you choose, all support is grounded in:
- confidentiality
- trauma-informed care
- professional ethics and boundaries
- regular professional supervision meeting BACP requirements
- compassionate, respectful support
- therapy at a pace that feels right for you
Counselling Fees
We believe in being open and transparent about the cost of counselling. Visit our fees page to learn more about our session prices, reduced-fee options and how to book your first appointment.
