The recent Worker Protection (Amendment of Equality Act 2010) Act 2023, effective from October 2024, has introduced important obligations for employers to strengthen safeguards against sexual harassment in the workplace. This change reflects a shift towards proactive prevention, placing a duty on employers to anticipate and mitigate risks of sexual harassment. Here’s what SME employers need to know and do to ensure compliance and foster a respectful, inclusive workplace.
The core of the legislation requires employers to take "reasonable steps" to prevent sexual harassment of employees. This new duty is "anticipatory," meaning that businesses must proactively address and reduce potential risks. By integrating preventive measures, SMEs can cultivate a healthier workplace culture, improve morale, and reduce liability.
Action Points for SMEs:
Although employers are not directly liable for third-party harassment (such as from clients or customers), the Equality and Human Rights Commission (EHRC) encourages businesses to address it through internal policy and training. Employers can avoid potential reputational damage and contribute to employee well-being by making it clear to third parties that harassment is unacceptable.
Action Points for SMEs:
Effective policies form the backbone of a safe workplace. An updated anti-harassment policy should define sexual harassment, outline reporting processes, and establish consequences for violators. This is particularly crucial for SMEs, where a tight-knit workforce might feel more personally impacted by issues of harassment.
Action Points for SMEs:
A policy alone cannot prevent harassment; training is essential to bring it to life. Regular anti-harassment training ensures employees recognize unacceptable behaviours and know how to respond. Line managers should be specifically trained to handle issues swiftly and appropriately.
Action Points for SMEs:
Understanding your employees’ experiences is crucial in preventing harassment. Collecting data from anonymous surveys or analysing complaint trends can highlight problem areas or departments where issues might be more frequent.
Action Points for SMEs:
The EHRC underscores the importance of sexual harassment risk assessments to evaluate workplace safety. For SMEs, risk assessments should be ongoing to reflect changes in the business environment.
Action Points for SMEs:
Clear, accessible reporting channels encourage employees to voice concerns without fear. With the new legislation, employers are encouraged to offer multiple reporting options, ensuring complaints are handled quickly and fairly.
Action Points for SMEs:
Compliance with the new duty is not a one-time activity. SMEs should consistently review and update policies, training, and risk assessments to align with evolving legal standards and workplace needs.
Action Points for SMEs:
Failing to meet the new preventative standards for sexual harassment can be costly, with potential financial and reputational impacts that SMEs cannot afford to overlook.
Can your business afford not to comply with the changes to the Worker Protection (Amendment of Equality Act 2010) Act 2023, contact us for more information about how KeyHR can ensure your business does not fall on the wrong side of the new protection against sexual harassment legislation
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