Addressing sexual harassment in the workplace: navigating new laws
Following our Employment Law Forum, we’ve seen significant interest surrounding the critical topic of addressing sexual harassment in the workplace. Let’s bring it to life with a scenario:
Picture this: Emma, a dedicated employee at a bustling marketing firm, starts to feel uncomfortable due to inappropriate comments from a colleague. She’s unsure how to address the issue and fears retaliation if she speaks up. Unfortunately, Emma’s situation is not unique. According to the Office for National Statistics, in the UK, a quarter (26%) of individuals who had experienced sexual harassment reported that it occurred at their place of work [1].
The reality of sexual harassment
Sexual harassment in the workplace can take many forms; from unwelcome comments and jokes to physical advances. It creates a hostile environment, affecting the individual’s mental health and productivity. Despite existing laws, many employees still face these challenges daily.
New Labour legislation
In October 2024, the UK government introduced new protections under the Equality Act 2010. This legislation places a new duty on employers to take “reasonable steps” to prevent sexual harassment [2]. Employers must now proactively create a safe working environment, anticipating and attempting to prevent potential issues and addressing them before they escalate.
Key aspects of the new legislation include:
- Developing comprehensive anti-harassment policies: Employers must outline clear procedures for reporting and addressing sexual harassment [3].
- Providing regular training: Both employees and managers need to be educated on recognising and preventing sexual harassment [3].
- Creating a supportive environment: Employers should foster a culture where employees feel safe to report incidents without fear of retaliation [3].
Why this matters
Implementing these measures is not just about compliance; it’s about creating a respectful and inclusive workplace. Companies that take sexual harassment seriously see higher employee morale, reduced turnover and increased productivity [4]. Moreover, failing to comply with the new laws can result in significant legal and financial consequences.
A real-world scenario
Let’s revisit Emma’s situation. With the new legislation in place, her employer has developed a robust anti-harassment policy and provides regular training sessions. Emma feels empowered to report the inappropriate behaviour, knowing that her concerns will be taken seriously and addressed promptly. As a result, the workplace becomes safer and more supportive for everyone.
How we can help
Navigating these new legislative requirements is complex but our HR Consultancy is here to assist. We specialise in helping businesses develop and implement effective anti-harassment policies. From conducting training sessions to providing ongoing support, we ensure your organisation is compliant and your employees feel safe.
Contact us to learn how we can help your organisation.
References
- Experiences of harassment in England and Wales: December 2023, Office for National Statistics
- New protections from sexual harassment come into force, GOV.UK
- Sexual Harassment in the Workplace, CIPD
- How employers are tackling bullying and harassment at work, CIPD
