Navigating the New Sexual Harassment Prevention Duty: What Employers Must Do

New Developments in Sexual Harassment Prevention: What Employers Need to Know

Following our previous blog on the new preventative duty on sexual harassment, we are delving deeper into practical steps employers can take to comply with this important legislation. 

With the Worker Protection (Amendment of Equality Act 2010) Act 2023 set to take effect on 26 October 2024, employers are now required to take proactive steps to prevent sexual harassment in the workplace. The Equality and Human Rights Commission (EHRC) has outlined a comprehensive 8-step guide to help businesses comply with the new regulations. These guidelines emphasise not only the creation of policies but also the implementation of practical measures like regular staff training, risk assessments, and confidential reporting mechanisms.

Key Steps for Employers:

1. Develop an Effective Anti-harassment Policy: The policy should clearly define sexual harassment, outline reporting procedures, and emphasise a zero tolerance approach to sexual harassment.

2. Engage your employees: Take steps to understand where potential issues lie and to ascertain whether the measures you are taking to address them are effective.

3. Assess and Mitigate Risks: Carry out risk assessments to identify potential areas of concern within the workplace. Consider factors that might increase the likelihood of sexual harassment and the steps that you can take to minimise them.

4. Implement Reporting Systems: Employers are required to set up multiple channels for reporting issues of sexual harassment, confidentially and in name.

5. Train your employees, including your managers and senior employees, on what sexual harassment looks like and what to do if they witness or experience it.

6. Address Reports Promptly: Act promptly to resolve complaints and take into account how the complainant wants the compliant to be resolved.

7. Dealing with harassment third parties: These should be treated just as seriously as that by a colleague.

8. Review and Update Regularly: Continuously assess and improve your anti-harassment measures to ensure they remain effective. Implement any changes arising from your assessment.

Implications for SMEs and Start-ups

Small businesses and start-ups often face unique challenges in implementing these measures due to limited resources. However, compliance with the new preventative duty is essential not only to avoid legal risks but also to foster a safe and inclusive work environment.

How Protean HR Can Support Your Business

At Protean HR, we understand the complexities of sexual harassment prevention, especially for smaller businesses. Our team of experts can guide you through every aspect of compliance, from policy development to ongoing training and risk assessments.

Here’s how we can help:

1. Policy Development: Crafting tailored anti-harassment policies that align with legal requirements and company culture.

2. Training Programs: Designing and delivering comprehensive, interactive training sessions.

3. Risk Assessment: Conducting thorough risk assessments to identify vulnerabilities within your company and develop mitigation strategies.

4. Reporting Mechanisms: Setting up confidential and effective reporting systems for your business.

5. Compliance Monitoring: Ensuring your workplace practices stay updated with evolving legal standards.

6. Investigation Support: Assisting in conducting fair and thorough investigations when complaints arise.

7. Leadership Coaching: Guiding business leaders on fostering a culture of respect and proactive prevention.

Why Choose Protean HR?

At Protean HR, our deep understanding of employment law and HR good practices ensures your business remains compliant and well-prepared for new regulations. We partner with SMEs and start-ups to create a safer, more respectful workplace culture. By working with us, you are not just checking a compliance box—you are investing in the long-term well-being of your workforce.

Ready to Take the Next Step?

Contact Protean HR today to discuss how we can support your business in navigating these new sexual harassment prevention measures. Let’s work together to create a safer, compliant, and thriving workplace.

#Compliance #WorkplaceCulture