Preventative Duty Check

Test whether you could evidence your reasonable steps

Twenty questions on prevention, training, reporting, response and evidence, and an honest read on whether you could produce that record if someone asked for it.

The duty asks what was in place before anything happened.

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Balanced scales among documents bearing ticks, a shield, a magnifying glass, a calendar and a folder, connected by fine lines — a record assembled before it is needed.

What you could show, not what you intended

The duty is anticipatory — it asks what was in place before anything happened. This check tests whether those steps exist, whether they are current, and whether you could produce them if you were asked.

Take the assessment with our help

The interactive Preventative Duty Self-Assessment needs JavaScript. It's a five-minute self-check on whether you could evidence the reasonable steps you've taken to prevent sexual harassment at work — a duty employers have had since October 2024. If it hasn't loaded, you can talk to us directly instead.

Talk to us about your preventative duty →

Now you have your result, what next?

  • The full Diagnostic

    The 55-question organisational audit, scored across five dimensions of inclusion, with a documented result you can take to a board. The natural next step once a check has shown you where the gap is.

  • Readiness Check

    The broad one: where your organisation stands overall, benchmarked against 136 UK organisations. Start here if you are not sure which gap you have.

  • Toilets & Facilities Check

    Your toilets, accessible provision, signage and facilities policy — the questions that most often arrive as a live complaint.

  • Support Mechanisms Check

    The structures around a trans or non-binary colleague: who supports them, who decides, and what happens when something goes wrong.

The background behind these questions — the same material the assessment points you to once it has your answers.

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Equality Impact Assessment template

A structured EqIA for decisions affecting trans inclusion — assess sex and gender reassignment as separate characteristics, weigh proportionality case by case, and record a defensible rationale rather than a tick-box exercise.

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Trans-Inclusion Training That Holds Up

Completion rates prove nothing. A guide to designing trans-inclusion training that changes decisions — and to evaluating whether it actually did.

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Complaints and escalation log

A log for complaints about trans inclusion and their escalation — captures the issue, the decision challenged, the response, the owner, and the outcome, so the organisation can show a consistent, traceable process.