Updated guidance on sexual harassment ahead of new legislation coming into force
From 26th October 2024 all employers will be legally required to take proactive reasonable steps to prevent sexual harassment of their workers.
Sexual harassment against all genders at work is an issue, research from the Government Equalities Office in 2020 finding that 30% of women and 27% of men had experienced workplace sexual harassment.
What this means specifically for each employer will vary from business to business depending on what you do and the services that you provide. For example, an employee visiting customers or working with the public may be more at risk than a home-based workforce.
At Ward Williams HR we recommend that you carry out a risk assessment and then consider the steps that you can take to minimise any identified risks and prevent sexual harassment from taking place.
There are a variety of measures that you can then implement, including:
- updates to policies and procedures in relation to sexual harassment to clarify the law, expected behaviours and complaints mechanisms
- training with managers and staff to raise awareness of rights related to sexual harassment and the employer’s policies
- specific training for managers to support them in dealing with complaints
- a process for reviewing the effectiveness of the updated policies and training
- a timetable for refresher training for management and staff
As part of preparations for the new duty, employers should also consider the risks of sexual harassment posed by third parties and ensure reasonable steps are taken to prevent those risks.
This can be by notifying third parties of the organisation’s zero-tolerance stance on harassment against its staff, before they enter a workplace or interact with any of the staff. This can be via signs, notices or email.
For help and guidance, please reach out to Ward Williams HR. We are here to assist you in ensuring compliance and safeguarding your business