The new duty to prevent sexual harassment in the workplace comes into effect from October 26 and is designed to create safer, more inclusive work environments. Implementing these changes can feel daunting, so let’s break down what the changes are, who they apply to, and how your business can prepare to meet the new requirements.
The key changes include:
- Stronger anti-harassment policies: employers must have clear policies defining sexual harassment, outlining how to report it, and detailing disciplinary actions.
- Mandatory training: regular training for all employees, including managers, to help them recognise, prevent and address harassment.
- Better reporting systems: confidential and accessible ways for employees to report incidents without fear of retaliation.
- Fair investigations: complaints must be investigated promptly, fairly and consistently.
- Support for victims: employers should provide resources like counselling, legal advice and protections for those who report harassment.
Who do these changes apply to?
Everyone. These changes apply to all employers, regardless of size or industry. Whether you run a small business or a large corporation, work in the public or voluntary sector, you are now legally obligated to implement these measures.
Are there any costs involved?
This new duty to prevent sexual harassment will be enforceable by an employment tribunal if a harassment claim is upheld. The tribunal can increase any compensation awarded by up to 25% if the employer has breached its duty to prevent harassment. This increase could be significant, considering the average sex discrimination award in 2022 was £37,607.
How can your business get ready for the changes?
With the new regulations starting on October 26, businesses need to act now to ensure compliance. Here’s how your organisation can prepare:
- Revise your policies: update your anti-harassment policies to meet new standards, clearly define harassment, and outline how to report and address complaints.
- Invest in training: provide mandatory training for all staff, including consultants and volunteers, on preventing, recognising and responding to harassment.
- Enhance reporting and support: set up multiple reporting options, including anonymous ones, and offer support services like counselling and legal advice to help employees feel safe.
- Standardise investigations: develop a clear, fair process for handling complaints quickly and ensure your team is trained in conducting impartial investigations.
- Support from HR and EDI teams: ensure your HR and Equality, Diversity, and Inclusion teams, whether internal or external, are equipped to offer support to victims of sexual harassment.
Navigating these changes can be daunting, but you don’t have to do it alone. At ICENA, we specialise in sexual harassment training and workplace wellbeing. Our expert training and consultancy services are designed to guide you through every step of the compliance process. We offer:
- Customised training programmes: tailored to your organisation’s needs, ensuring your team is equipped with the latest knowledge and skills to prevent harassment. We offer webinars, online or face-to-face training and eLearning programmes.
- Policy review and development: we help you update or create policies that are not only compliant but also effective in promoting a respectful workplace culture.
- Risk assessments and action plans: Our consultants work with you to identify gaps in your current practices and develop actionable steps to address them.
Don’t wait until sexual harassment becomes an issue. Let ICENA help you create a safer, more inclusive workplace. Reach out to us today to learn more about our training and consultancy services.
Naomi Butters
Co-founder & CEO ICENA Ltd
Find out more by emailing hello@icena.net or visit the website
