Introducing the New Statutory Duty to Prevent Sexual Harassment

In a significant move towards creating safer and more respectful workplaces, the UK government has introduced the Worker Protection (Amendment of Equality Act 2010) Act 2023. 

This legislation, which takes effect on October 26, 2024, mandates that employers take “reasonable steps” to prevent sexual harassment in the workplace This new statutory duty is a pivotal step in addressing workplace harassment, ensuring that employers proactively protect their employees from unwanted and inappropriate behaviour.

Understanding the New Duty

The new statutory duty requires employers to take all reasonable steps to prevent sexual harassment in the workplace. This means that organisations must not only respond to incidents of harassment but also implement preventative measures to stop such behaviour from occurring in the first place. The duty is designed to foster a culture of respect and safety, where employees feel secure and supported.

Key Requirements for Employers

Under this new duty, employers are expected to:

1. Develop and Implement Policies: Employers must create comprehensive anti-harassment policies that clearly define what constitutes sexual harassment and outline the procedures for reporting and addressing complaints.
2. Training and Awareness: Regular training sessions should be conducted to educate employees about sexual harassment, their rights, and the steps they can take if they experience or witness such behaviour. This training should be mandatory for all staff members, including management.
3. Risk Assessments: Employers need to conduct regular risk assessments to identify potential areas where harassment might occur and take steps to mitigate these risks. This could involve reviewing workplace layouts, monitoring interactions, and ensuring that there are safe reporting mechanisms in place.
4. Support Systems: Establishing robust support systems for victims of harassment is crucial. This includes providing access to counselling services, ensuring confidentiality, and having a clear process for handling complaints.
5. Regular Reviews: Policies and procedures should be regularly reviewed and updated to ensure they remain effective and relevant. Employers must stay informed about changes in legislation and best practices in preventing workplace harassment.

The Role of Sapphire in Supporting Employers

As part of their commitment to helping businesses navigate these new requirements, Sapphire is issuing updated bullying and harassment policies. These updates are available to clients as part of their HR Unlimited and HRIB Subscription services. Ensuring that your policies are up-to-date is crucial for compliance and for fostering a safe workplace environment.

To make sure your organisation is prepared for these changes, it is essential to review and update your current policies. Sapphire’s updated policies are designed to align with the new statutory duty and provide comprehensive guidance on preventing and addressing sexual harassment.

For assistance in updating your policies, please email Sapphire at hrsupport@sapphire-hr.co.uk.

The Importance of Proactive Measures

The introduction of this statutory duty underscores the importance of taking proactive measures to prevent sexual harassment. It is not enough to simply react to incidents after they occur; employers must create an environment where harassment is less likely to happen in the first place. This involves fostering a culture of respect, inclusivity, and accountability.

By implementing the required measures, employers can not only comply with the new legislation but also contribute to a positive workplace culture. Employees who feel safe and respected are more likely to be engaged, productive, and loyal to their organisation.

Conclusion

The new statutory duty to prevent sexual harassment is a significant step towards creating safer workplaces across the UK. Employers must take this opportunity to review their policies, provide necessary training, and establish robust support systems. With the support of  Sapphire HR, businesses can navigate these changes effectively and ensure that their workplaces are safe and respectful for all employees.

Remember, for updated bullying and harassment policies, reach out to Sapphire at hrsupport@sapphire-hr.co.uk. Taking these steps now will help ensure your organisation is ready for the changes and committed to preventing sexual harassment in the workplace.