Sexual harassment is an issue that has been around for years, but in 2024, the UK is implementing significant updates to its legal framework aimed at combating this problem in the workplace. As employers and employees alike prepare for these changes, it’s essential to understand what sexual harassment is, how the laws have evolved, and what steps can be taken to prevent it.
What is Sexual Harassment?
Sexual harassment refers to any unwanted behaviour of a sexual nature that makes someone feel intimidated, degraded, or humiliated. It can take many forms, including:
- Inappropriate jokes or comments
- Unwanted touching or physical contact
- Sending explicit emails or messages
- Asking for sexual favours in return for job-related benefits
This behaviour can occur between colleagues, managers and subordinates, or even third parties like clients or customers.
The Evolution of UK Laws on Sexual Harassment
Before the upcoming changes, sexual harassment in the workplace was primarily governed by the Equality Act 2010. This law made it illegal to harass someone based on their sex, and employers could be held liable if they did not take “all reasonable steps” to prevent harassment. However, third-party harassment protections, which held employers responsible for harassment by people outside the organisation (such as customers), were removed in 2013.
What’s New in 2024?
Starting October 26, 2024, the Worker Protection (Amendment of Equality Act 2010) Act 2023 will come into force, bringing new duties for employers to prevent sexual harassment in the workplace. Under this law, employers must take “reasonable steps” to stop harassment before it happens. If they fail to meet this duty, tribunals can increase compensation by up to 25% in cases where employers are found negligent (Penningtons Law) (Personnel Today).
One significant change is the focus on proactive prevention, rather than waiting for harassment to occur and then responding. This legal shift signals a greater emphasis on workplace safety and accountability. However, provisions to make employers responsible for third-party harassment were not included in the final version of the law.
Preventing Sexual Harassment at Work
While the new law strengthens protection, it also places greater responsibility on employers and employees to ensure a harassment-free environment. Here are some key steps that can be taken to prevent sexual harassment in the workplace:
- Develop Clear Policies: Employers should establish and regularly update anti-harassment policies that clearly define unacceptable behaviour and outline the steps for reporting incidents.
- Training and Awareness: Regular, meaningful training should be provided to all employees, ensuring they understand what constitutes harassment and how to prevent it.
- Fostering a Supportive Culture: Encourage an open-door policy where employees feel comfortable reporting inappropriate behaviour without fear of retaliation.
- Clear Reporting Mechanisms: Ensure there is a confidential, easy-to-access system for reporting incidents of harassment.
How HR Hub Plus Can Help
Preventing sexual harassment is not just about compliance with the law—it’s about creating a culture of respect. HR Hub Plus offers a comprehensive range of Online Training courses that can help employers educate their employees on the importance of preventing harassment.
These courses cover critical topics such as:
- Defining what constitutes sexual harassment
- Identifying inappropriate behaviours
- Teaching employees how to report harassment
- Highlighting employer responsibilities under the new legal framework
With these interactive and easy-to-access courses, employers can ensure that their staff understands the consequences of harassment and feels empowered to contribute to a safe, respectful workplace. These trainings can be customised to meet specific organisational needs, ensuring that businesses not only comply with the new law but also promote a positive and inclusive workplace culture.
