UK Employers: Are You Ready?
On 26 October 2024, a significant change in UK employment law will come into effect with the implementation of the Worker Protect (Amendment of Equality Act 2010) Bill.
This legislation introduces a new obligation for UK employers across all sectors and sizes to take reasonable steps to prevent the sexual harassment of employees. Set to impact over 1 million employers, there has been very little fanfare about the upcoming change, with many employers completely unaware of this new obligation.
Why Has This Obligation Been Introduced?
Sexual harassment is rife across the UK, both in and out of the workplace. Anyone can be a victim or perpetrator of sexual harassment; however, women are disproportionately affected as victims, while men constitute the majority of perpetrators.
A TUC study in association with the Everyday Sexism Project found that 52% of women in the UK have experienced sexual harassment at work. In general, 81% of women have been victims of sexual harassment, compared to 43% of men.
The new law will place an onus on employers to take meaningful and proactive steps to educate their workforce and create a culture where sexual harassment is understood, prevented, and responded to appropriately.
What Does It Mean for You?
What constitutes “reasonable steps” to prevent sexual harassment will vary for each employer depending on the size and sector of the organisation.
It is important to provide training tailored to the needs of your workforce. An organisation with a male-dominated workforce, for example, will face different challenges compared to a female-dominated workforce. Similarly, a family-run business will have a very different internal culture compared to an organisation whose staff all work remotely across the world and have never met in person.
CIPD has marked the first step on this journey as “educating and raising awareness”. This will help to align your staff with any policy or procedural changes that may be implemented in compliance with the new law and will support safe and inclusive internal cultures.
What Happens if You Breach This Duty?
The consequences for employers breaching this new duty are significant. Employment Tribunals have the option to increase compensation by up to 25% where an employer has failed to meet their duty.
You may also face a separate fine imposed by the Equality and Human Rights Commission, in addition to any tribunal awards.
How We Can Help
With over a decade of combined experience in delivering training to recognise, prevent, and respond to sexual harassment, Transformative Culture Consultancy is perfectly placed to support you in your efforts to comply with the Worker Protect (Amendment of Equality Act 2010) Bill.
Contact us to find out how we can support you and your employees.
