Sexual Harassment duty to prevent
As of October 2024, Great Britain has introduced a new “duty to prevent” sexual harassment law, imposing a stronger legal responsibility on employers to proactively address sexual harassment in the workplace. Essentially, employers now have a legal duty to take the reasonable steps to prevent sexual harassment. This change reflects an essential step in improving workplace safety, ensuring that businesses take serious actions to create harassment free environments.
What is the New Duty to Prevent Law?
This law states that employers must take “all reasonable steps” to prevent workplace sexual harassment. Before, employers were being held accountable if harassment occurred and was handled poorly. Now, the expectation is high, requiring measures to actively reduce the risk of harassment. Now, employers will be legally obliged to implement policies, training, and proactive measures that implement respect and inclusivity.
Why This Change?
The law responds to rising public awareness of harassment issues and the understanding that reactive measures alone aren’t enough. Additionally harassment prevention builds safer, more supportive workplaces, benefiting both employees and employers by reducing the legal, financial, and reputational risks associated with workplace harassment.
What is sexual harassment?
- Making sexual remarks about someone’s body or clothing appearance
- Asking questions about someone’s sex life
- Touching someone against their will
- Telling sexually offensive jokes, making sexual comments or jokes about someone’s sexual orientation or gender reassignment
- Displaying pornographic or sexual content
Top Tips For Employers
- Develop Clear Anti Harassment Policies – Employers should draft and communicate strong anti-harassment policies that outline unacceptable behaviour, consequences, and reporting procedures.
- Provide Regular Training – Educating staff on harassment prevention, respectful workplace behaviour, and reporting channels is essential.
- Set Up Safe Reporting Mechanisms – Confidential and accessible reporting channels encourage employees to speak up without fear.
- Risk Assessment – Employers should ensure they specifically assess the risk of sexual harassment in the course of employment accordingly. They should also review the risk assessment regularly and take mitigating action if they identify any new or additional risks
FAQs
How should I report sexual harassment?
Follow your company’s procedures, usually outlined in an employee handbook. Many companies have a formal process for reporting harassment, as a result often involving HR.
What should I do if a coworker tells me they’re being harassed?
Above all, offer support, listen without judgment, and encourage them to report it. Avoid discussing the complaint with others to respect confidentiality.
What are examples of sexual harassment?
Persistent or unwanted flirting, making derogatory comments about someone’s appearance, sending inappropriate emails, spreading sexual rumours, making sexually suggestive jokes, and unwanted physical contact such as touching, hugging, or kissing.
How can I recognize if I’m being sexually harassed?
If the behaviour is unwelcome, makes you uncomfortable, and is of a sexual nature, it may indicate harassment, trust your own feelings.
Will my complaint remain confidential?
Most companies strive to maintain confidentiality as much as possible. Although information may need to be shared during the investigation, You will always be informed whether the matter can remain confidential or not.
How can Copacetic help my business combat sexual harassment?
As a matter of fact, Copacetic provide tailored policies, employee handbooks, tribunal representation and regularly updated policies when new legislations come into play. We provide everything you need to keep you workforce running smooth, efficient and effective with around the clock support.
Does Copacetic offer a Harassment Policy?
Yes, we offer a Harassment and bully policy you can purchase on our online store, this includes sexual harassment. Or alternatively you can contact us, we can tailor a legally compliant custom policy to meet your specific needs.
Conclusion
The new Duty to Prevent Sexual Harassment law in Great Britain requires employers to take active steps to prevent harassment, creating safer, more respectful workplaces. By updating policies, providing the correct training, and encouraging open communication, businesses can create a culture of safety that benefits everyone.