New Changes in Workplace Sexual Harassment Legislation
What You Need to Know
New Changes in Workplace Sexual Harassment Legislation
In October 2024, significant updates were made to workplace sexual harassment laws. These changes have been widely covered in the media.
What Has Changed?
Previously, employers had to demonstrate they took ‘all reasonable steps’ to prevent workplace harassment. The updated law now requires a proactive approach, mandating that employers take reasonable precautionary actions to prevent sexual harassment.
Additionally, employers must now address third-party harassment—issues involving customers, suppliers, and the public. The law extends beyond the traditional workplace to include social events, making it crucial to review policies ahead of upcoming holiday parties.
What Actions Should You Take?
- Educate and Train: Conduct regular training sessions for your team and managers.
- Update Policies: Ensure you have a targeted anti-harassment policy with clear reporting procedures.
- Risk Assessments: Identify potential harassment risks, such as interactions with customers or during staff events.
- Communicate Zero-Tolerance: Inform third parties of your stance through workplace signage and communications.
Why Is This Important?
If a sexual harassment claim is upheld, employment tribunals can increase awards by 25% if the employer has not taken this proactive stance. This is known as a ‘positive duty.’
How Tick HR Solutions Can Assist
We offer support with updating your sexual harassment policies, providing risk assessment templates, and offering comprehensive toolkits to navigate these legislative changes.
Our Evolve Hub now includes sexual harassment awareness training. For further advice or assistance, call Tick HR Solutions today.