A recruitment expert has highlighted the upcoming changes to workplace sexual harassment laws that are set to impact the hospitality and catering sectors significantly. Businesses are urged to actively prepare for these changes.
- The law, effective from 26 October, imposes new preventive responsibilities on employers.
- Harassment prevention measures must now cover third-party interactions.
- Employers face heightened liability in cases of non-compliance.
- Proactive steps, including rigorous staff training, are essential to meet these new standards.
A recruitment expert has highlighted the need for businesses, particularly in the hospitality and catering sectors, to prepare for the upcoming changes to workplace sexual harassment laws. The alert follows government amendments to the Worker Protection (Amendment of Equality Act 2010) Act 2023, due to take effect on 26 October, increasing the onus on employers to prevent sexual harassment.
These amendments significantly alter the current legal framework by requiring employers to proactively implement measures aimed at preventing harassment. Failure to do so could result in an employment tribunal awarding up to a 25% uplift in compensation for any breach of duty.
Kasia Krieger, a business manager at a catering and hospitality recruitment firm, emphasises the importance of addressing third-party harassment, which is common in the hospitality industry due to frequent customer interactions and a generally informal work environment. Employers will now be liable for harassment by customers, clients, or other non-employees, underscoring the necessity for comprehensive harassment prevention policies.
In addition to these changes, employers are required to establish structured channels for reporting harassment and ensuring a safe working environment. Regular reviews of anti-harassment policies and training for line managers are critical components of compliance. A culture of openness and support will play a vital role in successfully implementing these laws.
Moreover, it is crucial for companies to scrutinise potential candidates thoroughly during recruitment to ensure alignment with anti-harassment policies and legal responsibilities. Appropriate training and awareness will further cement compliance and foster a secure workplace environment.
Proactive measures and ample preparation are crucial for companies to align with the new anti-harassment legislation and protect their staff effectively.
