Comment
Belinda Colston
Landmark Worker Protection Legislation
Changes to employer responsibilities around sexual harassment prevention.
Following a 2021 government consultation that revealed 54% of respondents had experienced sexual harassment in the workplace, the Worker Protection (Amendment of Equality Act) 2023 was passed. This landmark legislation came into force on 26 October 2024, and fundamentally changes employer responsibilities around sexual harassment prevention.
What's Changed?
The Act now requires employers to take reasonable steps to prevent sexual harassment from both employees and third parties such as customers, clients, and patients. This represents a significant shift from reactive to proactive obligations.
Employers who fail in their duty may face increased compensation payments if an employee's sexual harassment claim succeeds at tribunal.
Key Actions for Compliance
While the Act doesn't prescribe specific measures, employers should review their sexual harassment policies to ensure they clearly define what constitutes sexual harassment, outline reporting procedures, explain consequences for perpetrators, and detail support available for victims.
All staff should receive mandatory training covering what sexual harassment is, how to report it, the employer's zero-tolerance stance, and how to challenge inappropriate behaviour.
Understanding and actively shaping workplace culture is now essential. Whilst mandatory training can help raise awareness of sexual harassment in the workplace, organisations need to consider a more interactive approach to help change culture and prevent inappropriate behaviour.
Making It Work
Consider appointing a workplace champion to act as a contact point for raising issues which can increase reporting confidence and demonstrate organisational commitment.
Monitor and evaluate the steps you have taken to prevent sexual harassment and assess if the changes have been effective. Use anonymous pulse surveys to gauge the prevalence and type of sexual misconduct that is happening, and review formal complaints received, and your policies and training provision on a regular basis.
The message is clear: preventing sexual harassment is now a legal duty, not just good practice.
Halsden can help
At Halsden we recognise that each organisation is unique, so we work with you to determine where improvements can be made and then support you with measures to make positive changes. Get in touch today to see how we can help you nurture a culture of trust and respect.
You may like to explore our Toolkits for Change which give you a great starting point and tangible tools to guide changes. We have a toolkit specifically dedicated to addressing sexual misconduct, designed to help you to create a respectful and supportive working environment.
We have also created an interactive board game, 'It’s Not OK! Know Harassment | No Harassment' to get your team actively involved and talking about difficult topics. The game is available through workshops facilitated by Halsden or through our annual licensing agreement.
Following a 2021 government consultation that revealed 54% of respondents had experienced sexual harassment in the workplace, the Worker Protection (Amendment of Equality Act) 2023 was passed. This landmark legislation came into force on 26 October 2024, and fundamentally changes employer responsibilities around sexual harassment prevention.
What's Changed?
The Act now requires employers to take reasonable steps to prevent sexual harassment from both employees and third parties such as customers, clients, and patients. This represents a significant shift from reactive to proactive obligations.
Employers who fail in their duty may face increased compensation payments if an employee's sexual harassment claim succeeds at tribunal.
Key Actions for Compliance
While the Act doesn't prescribe specific measures, employers should review their sexual harassment policies to ensure they clearly define what constitutes sexual harassment, outline reporting procedures, explain consequences for perpetrators, and detail support available for victims.
All staff should receive mandatory training covering what sexual harassment is, how to report it, the employer's zero-tolerance stance, and how to challenge inappropriate behaviour.
Understanding and actively shaping workplace culture is now essential. Whilst mandatory training can help raise awareness of sexual harassment in the workplace, organisations need to consider a more interactive approach to help change culture and prevent inappropriate behaviour.
Making It Work
Consider appointing a workplace champion to act as a contact point for raising issues which can increase reporting confidence and demonstrate organisational commitment.
Monitor and evaluate the steps you have taken to prevent sexual harassment and assess if the changes have been effective. Use anonymous pulse surveys to gauge the prevalence and type of sexual misconduct that is happening, and review formal complaints received, and your policies and training provision on a regular basis.
The message is clear: preventing sexual harassment is now a legal duty, not just good practice.
Halsden can help
At Halsden we recognise that each organisation is unique, so we work with you to determine where improvements can be made and then support you with measures to make positive changes. Get in touch today to see how we can help you nurture a culture of trust and respect.
You may like to explore our Toolkits for Change which give you a great starting point and tangible tools to guide changes. We have a toolkit specifically dedicated to addressing sexual misconduct, designed to help you to create a respectful and supportive working environment.
We have also created an interactive board game, 'It’s Not OK! Know Harassment | No Harassment' to get your team actively involved and talking about difficult topics. The game is available through workshops facilitated by Halsden or through our annual licensing agreement.
