The Worker Protection Bill takes effect from October 2024 and introduces a new duty on employers to take reasonable steps to prevent sexual harassment of their employees during the course of their employment. As a result of this employment tribunals will have the power to increase compensation by up to 25% in cases where the employer has been found not to have complied with this duty.
What might be considered ‘reasonable steps’? Practical steps to create a safe workplace:
1. Anti-harassment policy
Review and develop an anti-harassment policy that is clear, comprehensive and easily accessible to all employees. Clearly define prohibitive behaviours, reporting procedures and the consequences for violations.
2. Staff communication
Regular one-to-ones and adopting an open-door policy will help foster open and proactive communication channels which will encourage employees to express concerns and provide feedback, creating an environment where issues can be addressed promptly.
3. Risk assessment
Conducting an assessment of potential risks related to harassment within the workplace will assist you in identifying areas of vulnerability and implement mitigation measures to create a safer working environment.
4. Reporting system
Implementing a robust reporting system (e.g. online or an externally run telephone reporting system) allows and encourages workers to raise issues, and anonymously if they wish to do so. Ensure the system is promoted to all members of staff and reassure them of the confidentiality of the process.
5. Training
Provide comprehensive anti-harassment training to all staff on what constitutes sexual harassment, how to recognise it, and the appropriate actions to take if they experience or witness such behaviour. You should keep records of who has received the training and ensure it is refreshed at regular intervals.
6. Responding to harassment
When you become aware that harassment is taking or has taken pace, it is important that you deal with it promptly, efficiently and sensitively ensuring you follow a robust anti-harassment procedure.
Demonstrating a commitment to addressing issues promptly, which not only supports the person raising the concerns but also sends a clear message that such behaviour will not be tolerated.
Here at Stephensons, we are experts in both employee rights and employer obligations. If you have experienced sexual harassment in the workplace, or if someone in your business has been accused and you want to ensure you deal with it in accordance with the law, contact one of our team to explore how we can help. We appreciate that these matters are sensitive and our experts are well versed with how to deal with such matters with patience and dignity. Call us today on 0161 696 6170 or fill in our online enquiry form and we will be in touch with you as soon as possible.
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