We all know harassment at work is a problem. But what happens when the person making someone feel uncomfortable isn’t a colleague—but a client, customer, or someone from outside the organisation?
That’s where third-party harassment comes in. And it’s something we all need to be talking about—because it happens more than you think, and too often, it goes unchecked.
What is third-party harassment?
Harassment is any unwanted behaviour related to a protected characteristic—like sex, race, disability, religion, or sexual orientation—that makes someone feel intimidated, humiliated, degraded or offended.
Third-party harassment? That’s when it comes from someone outside your team— customers, clients, contractors, service users, or suppliers.
Data from the Office for National Statistics (December 2023) shows just how common this is. One in ten people aged 16 and over experienced harassment that left them feeling upset, distressed, or threatened in the last 12 months. Women were nearly twice as likely as men to report these experiences – 13% compared to 7% – and sexual harassment was a key driver of this gap (8% of women versus 3% of men).
And under the Worker Protection Act, there’s now a legal duty on employers to actively prevent sexual harassment—including from third parties. This means no more brushing it off. No more waiting until something serious happens. The responsibility is on workplaces to put protections in place before things go wrong.
The hidden spaces where it happens: networking, socials, drinks
Let’s get real for a moment. Not all harassment happens in boardrooms or office corridors.
Sometimes, it’s during a client dinner.
Sometimes, it’s at a conference drinks reception.
Sometimes, it’s at a casual after-work pub meet-up where everyone’s “just blowing off steam.”
These blurred lines between work and social settings are where third-party harassment can thrive. Why? Because there’s often less structure, more alcohol, and fewer people speaking up when things get inappropriate.
You might hear someone say:
- “They didn’t mean it, they’d just had a few.”
- “It was after hours, not technically work.”
- “You’ve got to keep the client happy, right?”
That’s exactly the kind of thinking that keeps harmful behaviour unchecked.
Alcohol, especially, can lower inhibitions—but it doesn’t remove responsibility. Just because it’s “after work” doesn’t mean it’s not part of the job. And if it’s a work-related setting, employers still have a duty of care.
It’s not just about bad individuals—it’s about culture
Harassment doesn’t start with one “creepy” customer. It starts with a culture that excuses it, ignores it, or treats it like a grey area.
It’s shaped by outdated power structures, unspoken rules, and assumptions that certain people should just put up with things for the sake of the job or client relationship.
A quarter (26%) of people who experienced sexual harassment said it happened in their place of work. That’s one in four victims – making workplaces a significant site of harm that can no longer be ignored.And let’s not forget—different people face different risks. A young Black woman attending a networking event with senior male clients might experience things very differently than a white male colleague. That’s why taking an intersectional lens is so important.
Spotting the signs—and knowing what to do
Harassment from third parties might not always be obvious. Sometimes it shows up in quiet ways—someone avoiding a certain client, not wanting to attend events, becoming withdrawn or anxious after a meeting.
Pay attention. Ask questions. Don’t brush things off as “just a bit awkward.” And make sure your organisation isn’t only reacting to problems—it’s taking steps to prevent them.
Prevention starts with awareness—and action
If you’re unsure how third-party harassment might be showing up in your workplace, you’re not alone. That’s exactly why we created our free Third-Party Harassment Risk Assessment, available now on our website.
It helps you:
- Identify where your organisation may be at risk
- Spot overlooked areas like social settings or customer-facing roles
- Understand what policies, processes, or cultural shifts might be needed
And with 75% of victims saying the harassment they experienced happened in person, often in public spaces or at work, it’s clear that proactive, preventative strategies are essential.
This isn’t about ticking boxes. It’s about creating safer environments where people feel empowered, not exposed.
👉 [Grab your free risk assessment] and start the conversation in your workplace.
You have the power to create change
Harassment—whether it comes from inside or outside your organisation—is never okay. And the responsibility to challenge it doesn’t sit on one person’s shoulders. It’s a collective effort.
So reflect on your role. Pay attention to the spaces where harm might happen. Speak up when something feels wrong—even if it’s “off the clock.”
Because everyone deserves to feel safe at work.
No exceptions. No excuses.
ICENA: Empowering organisations to create social change.
P.S. With 1 in 5 young adults aged 16 to 24 experiencing harassment in the past year, we need to act now to change the workplace culture for the next generation. Start with our free Third-Party Harassment Risk Assessment today.
Data in this report taken from Office for National Statistics Report – Experiences of harassment in England and Wales: December 2023: https://www.ons.gov.uk/peoplepopulationandcommunity/crimeandjustice/bulletins/experiencesofharassmentinenglandandwales/december2023
