From HR People Support : Employment Law Legislation Update – Sexual Harassment
From 26th October 2024, the Worker Protection (Amendment of Equality Act 2010) Bill will bring new responsibilities for employers to actively prevent sexual harassment in the workplace. The EHRC have issued technical guidance to support employers with the new legislation.
Employers will now have a duty to take “reasonable steps” to prevent harassment—and Tribunals will have the power to increase compensation by up to 25% if this duty is breached.
While none of us want to imagine inappropriate behaviour happening within our teams, the statistics around workplace harassment says that 1 in 10 people aged 16+ experienced some form of harassment in the last year and 26% of those who reported sexual harassment said it occurred at work. (Source: ONS, Dec 2023)
This new legislation makes it crucial for employers to take proactive measures to protect their people. So, what can you do?
Steps Businesses Should Take to Stay Compliant:
Undertake Risk Assessments and implement a Clear Policy on harassment, including sexual harassment.
Train managers to investigate concerns appropriately and discretely.
Foster a culture where everyone has a voice—and managers listen and take action.
Empower employees to call out inappropriate behaviour, from casual comments to physical actions.
Reinforce positive behaviours and ensure it’s a priority on the management agenda.
Need help preparing? HR People Support can assist you with policies, training, and building the right workplace culture to ensure compliance to protect your people.
Please contact us on 01242 254466 or email team@hrpeoplesupport.co.uk if you need support.
Click link here for Guidance: Sexual harassment and harassment at work: technical guidance | EHRC (equalityhumanrights.com)
