The Worker Protection (Amendment of Equality Act 2010) Act 2023 is due to come into force on the 26th October 2024.
This Act will require employers to take reasonable steps to protect employees from sexual harassment. Harassment due to other characteristics such as age, sex and religion are already deemed unlawful under the Equality Act 2010.
Employers should ensure that their policies and procedures are up to date and include clear reporting lines for any claim of sexual harassment and outline the consequences for those who breach the policy. Employers should also ensure that staff are briefed on any updates in regards to policies and procedures and receive regular training and awareness in regards to harassment.
However, having polices and procedure and training in place will not be enough. Employers will be required to show that they are proactive in preventing harassment. This could be through conducting workplace reviews to ensure that any measures in place are effective or appointing a senior member of staff as an equality champion who promotes a supportive, respectful culture.
Hewitts can assist in ensuring that all employment policies are up to date and compliant with employment legislation so please contact us if you require assistance in reviewing current policies or implementing new ones.
