Employers in England, Wales, and Scotland must now proactively prevent sexual harassment in the workplace.
- The Worker Protection Act 2023 imposes new duties on employers to safeguard workers from harassment, including by third parties.
- Regular risk assessments and updated anti-harassment policies are crucial for compliance.
- Comprehensive training for staff and management is essential to address these new legal obligations.
- Clear and confidential reporting mechanisms must be established for victims of harassment.
Employers across England, Wales, and Scotland are now under a new legal obligation to take proactive measures against sexual harassment at work. This duty is mandated by the Worker Protection Act 2023, aiming to safeguard employees from inappropriate conduct not only from within the organisation but also from clients and suppliers. It is vital for organisations to become fully conversant with the specifics of this legislation and the guidance set out by the Equality and Human Rights Commission.
An important aspect of compliance is addressing harassment from third parties. Employers should implement protective measures through targeted training and clear policy communication, ensuring that employees know how to respond and report any incidents involving clients or customers.
Furthermore, conducting regular risk assessments is a key step in identifying potential harassment risks within different sections of the organisation. These assessments allow businesses to pinpoint areas of concern and apply relevant measures to mitigate potential issues effectively.
Organisations need to evaluate and update their anti-harassment and anti-bullying policies to ensure they are inclusive and well-defined. Such policies must outline procedures for reporting harassment comprehensively, covering actions against both internal staff and third parties.
In line with the new requirements, it is essential to provide all employees, particularly managers and senior leaders, with up-to-date training on harassment prevention. This training should be a fundamental part of the onboarding process, with regular refreshers to address new challenges or changes.
Gathering employee feedback is another important element in identifying harassment risks. Businesses can leverage data from complaints, surveys, and exit interviews to understand the work environment better and address any underlying issues.
Employers should act upon the outcomes of their risk assessments, designing and implementing steps that consider the specific risks posed by the organisation’s size, structure, and work environment.
Establishing clear reporting mechanisms is crucial. Organisations must make it easy and safe for employees to report harassment incidents, ensuring that reports are handled promptly and confidentially.
Finally, the commercial benefits of preventing harassment should not be overlooked. A workplace free from harassment can lead to improved employee morale and reduced staff turnover, as well as avoiding costly legal disputes.
The new legal requirements necessitate continuous effort from employers to uphold a safe and respectful work environment.
