Bridge HR articles

The Worker Protection (Amendment of Equality Act 2010) Act 2023 is due to come into effect on 26^th October of this year and introduces:

1. A positive duty on employers to take reasonable steps to prevent sexual harassment of their employees; and
2. Gives Tribunals a power to uplift sexual harassment compensation by up to 25% where they are found to have breached this duty.

What do you need to know?

It is important to remember that compensation for discrimination, including harassment, includes an element of injury to feelings, and has no compensation cap, so a 25% uplift on an already hefty award could be a serious penalty to face.

The changes will mean that employers must:

1. take “reasonable steps” to prevent sexual harassment of employees in the course of their employment; and
2. that includes by third parties – with the subsequent potential increase in compensation to bolster the new rights.

October is just before the next Christmas party season begins, so now is the ideal time to learn lessons from last year.

Five Practical Steps to take now

1. Audit your work social events
   Were there any issues, and could those have been prevented? Consider:
   - how much alcohol was provided?
   - how much alcohol was available?
   - what supervision took place?
   - were vulnerable employees kept safe?
   - did people understand how they should behave?
   
   
2. Look at your equality training and awareness
   Is there a zero-tolerance culture within your workplace? If not, can you take steps to introduce one? Do people understand that words are just as important as actions?
   
   
3. Are your managers fully trained?
   If yes, then that may allow you to secure a defence, should there be a “rogue” employee engaging in unwanted behaviour outside your expectations.
   
   
4. Is there someone who is available to staff with concerns?
   Outside the normal management structure? It’s an area that many people feel awkward raising, but early notification can avoid much more significant later problems, so consider having someone available as a point of contact and ensure that person is fully trained.
   
   
5. Do staff know that they will be taken seriously if they have concerns?   
   Do your actions as an employer match your words? It’s important to show that your training comes with consequences if you are to succeed in your defence.

Treating sexual harassment in a similar way to health and safety is a sensible way to deal with this positive duty.

Risk assessments including whether there is a risk of harassment and how that has been minimised will go a long way to showing “reasonable” steps.

Combine that with up-to-date training, a culture that doesn’t tolerate sexual “banter”, and evidence of disciplinary action being taken at all levels to back this up should put you as a business in a strong position to defend any such claims.

We can help you get ready for this Act and help you audit your business and put in place anything that would help you be ready to defend this and indeed any other discrimination claims that you may face.

We offer bespoke training, as well as general training sessions, depending on your needs. We can audit your documents, and provide advice on where they can work harder for you.

Contact: enquiries@bridgeehr.co.uk for a free consultation.