Golf HR’s Carolyne Wahlen provides expert guidance on sexual harassment legislation that came into force late last year.
Since October 26th 2024, golf clubs have been legally required to take active steps to prevent sexual harassment — or face serious financial and reputational consequences.
Yet, despite the legal changes, we are still seeing a worrying number of incidents in golf clubs across the country.
It’s not the employees who are the problem. In most cases, they follow the rules, and when something happens, clubs handle it properly.
The real issue? The members.
We know that many clubs have a long-standing membership base, usually older and predominantly male. Some of these members believe their tenure gives them privileges — including behaviour that is no longer acceptable in today’s world.
If you think this is exaggerated, here are just a few real-life examples from UK golf clubs:
- A member who routinely patted female bar staff on the bottom and, when confronted, responded with, “Do I have to ask permission now before I do that?”
- A club chairman who laid his face on a waitress’ chest while inhaling her perfume, later justifying his actions by saying, “I’m just a direct kind of guy. I like to show my appreciation for attractive women.”
- A drunk member who propositioned a female bar manager while being offered a lift home, saying, “We’ll get home and have a little bit of sex. Not too much, though — it upsets my dogs.”
England Golf has made it clear that all clubs must have a member disciplinary policy in place. The problem is that too many clubs have the policy but refuse to enforce it.
Time and again, we see complaints being dismissed with a quiet word — ‘Bob won’t do that again’. But Bob will do it again. Because there are no real consequences.
The law has changed – excuses won’t work anymore
With the new legal requirements now in force, your club must prove it has taken reasonable steps to prevent sexual harassment. That means:
- Training all staff and committee members on what constitutes harassment and how to handle complaints properly.
- Taking member misconduct seriously — not ignoring it to avoid confrontation.
- Recognising that clubs are legally responsible for member behaviour.
Failure to act could result in a 25% uplift on any tribunal award made against your club.
That means:
- A £50,000 award becomes £62,500.
- A £100,000 payout turns into £125,000.
- And because sexual harassment cases have no financial cap, the final cost could be even higher.
The damage goes beyond the financial cost
Employment tribunals are public records — meaning every ignored complaint, every inappropriate comment that was tolerated, and every poor decision your club made could be exposed for everyone to see.
- Your reputation will take a hit.
- Your ability to recruit female staff will suffer.
- Your club could be labelled as a toxic environment where harassment is tolerated.
What should you do now?
If your club hasn’t already taken action, it’s time to catch up — fast.
- Train your staff and committee members immediately.
- Review and enforce your policies — don’t just have them sitting in a folder.
- Take member misconduct seriously before it’s too late.
The law is now in force. If you haven’t acted, you’re already behind.
If you want to know where to access the correct training, send an email to [email protected] and I’ll be happy to point you to our recommended online resource.
