On 26th October 2024 the Worker Protection (Amendment of Equality Act 2010) Bill becomes law. This new law places an obligation on employers to take ‘reasonable steps’ to prevent sexual harassment in the work environment, as well as outside the work place, at social gatherings and on social media. This legislation strengthens the current wording from advising employers to safeguard their employees, to emphasizing that this is a statutory duty.
A 25% uplift can be applied to an employee’s discrimination compensation, so failure to comply with this duty could be costly to your business.
Are you protecting your employees against sexual harassment? What proactive measures would be considered ‘reasonable steps’ to ensure your employees are safe:
Establish Clear Policies: Create and communicate a clear anti-harassment policy that defines sexual harassment, outlines unacceptable behaviours, and explains the consequences for violations.
Training and Education: Conduct regular training sessions for all employees, especially management, on recognising, preventing, and addressing sexual harassment. This can help foster a respectful workplace culture.
Encourage Reporting: Provide multiple, confidential channels for employees to report harassment without fear of retaliation. Ensure that employees know how to report incidents and know that their concerns will be taken seriously.
Prompt Investigation: Investigate all complaints promptly and thoroughly. Ensure that investigations are impartial and that the rights of all parties are respected.
Support and Resources: Offer support for victims of harassment, such as access to counselling services or employee assistance programs.
Promote a Positive Culture: Foster a workplace culture that emphasises respect, inclusion, and diversity. Leadership should model appropriate behaviour and encourage open dialogue about workplace issues.
Regular Reviews: Regularly review and update policies and training programs to ensure they remain effective and relevant.
Monitor and Evaluate: Keep track of complaints and responses to identify patterns or areas for improvement. Use surveys or feedback to gauge the workplace climate regarding harassment. Monitor for discriminatory behaviour within recruitment, performance and salary reviews and learning and development opportunities to help identify any endemic discriminatory behaviours
Take Action Against Offenders: Ensure that disciplinary actions are taken against individuals who violate the policy, regardless of their position within the company.
Legal Compliance: Stay informed about and comply with relevant laws and regulations regarding workplace harassment to protect both employees and the organisation
If you would like to discuss the above or other areas of HR support please email annette@hbhrs.co.uk or call 07748 713936.
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