As of 26 October 2024, new laws in England, Wales, and Scotland require employers to take action against workplace sexual harassment.
- The Worker Protection Act 2023 mandates proactive steps to prevent harassment, applicable to organisations of any size.
- Employers must address harassment risks from both internal and external parties, like clients and customers.
- Legal compliance requires regular policy updates, risk assessments, and employee training.
- Failure to prevent sexual harassment can result in costly legal consequences for companies.
A new era in employment law begins on 26 October 2024, when employers across England, Wales, and Scotland will be obligated to take reasonable measures to prevent workplace sexual harassment. Under the Worker Protection Act 2023, the focus sharpens on proactive measures, compelling organisations to reassess their policies and practices.
The legislation places a duty on employers to mitigate harassment risks, not just from within the organisation but also from external parties such as clients and customers. This broader scope necessitates comprehensive strategies to ensure a safe environment for all employees, irrespective of their interactions with third parties.
Regular financial risk assessments and policy revisions are critical under the new law. Employers must evaluate different areas within their organisation to pinpoint potential harassment risks and implement targeted measures to address them. These may include revising reporting procedures and ensuring that policies are robust and inclusive.
Vital to compliance is the requirement for ongoing employee training. Organisations must deliver anti-harassment education to all staff, with a particular focus on those in managerial or leadership roles. Keeping this training current and integrating it into onboarding processes is essential to foster a culture of awareness and prevention.
Feedback mechanisms play a significant role in understanding and addressing harassment risks. Through anonymous surveys, complaint data, and direct feedback sessions, organisations can gain insights into potential hotspots and employee concerns. This feedback should inform the continuous refinement of strategies to safeguard against harassment.
The law recognises the importance of prompt and confidential reporting channels, mandating employers to offer both informal and formal options. Immediate investigations following reports are crucial in maintaining trust and taking decisive action against any misconduct.
Furthermore, companies are encouraged to highlight the benefits of preventing harassment, not only in promoting a positive workplace environment but also as a business strategy. Effective prevention leads to better employee morale, reduced turnover, and protection from legal disputes.
Organisations must view compliance as an ongoing commitment to excellence rather than a one-time checklist. Regular reviews of policies, conducting risk assessments, and maintaining a constant focus on training ensure that the workplace remains aligned with legal expectations and ethical standards.
Adhering to these new laws is a significant step towards a safer workplace, reducing liability risks for employers.
