The Worker Protection (Amendment of Equality Act 2010) Act 2023 has been passed, bringing major changes to sexual harassment laws in the UK. The new law places the responsibility on employers to take reasonable steps to prevent sexual harassment in the workplace. This includes implementing clear policies, providing training, and conducting impartial investigations into reported harassment. The Equalities and Human Rights Commission will have the power to take enforcement action against firms that breach this duty, and businesses may face increased compensation claims if they fail to prevent sexual harassment. The law is inspired by similar legislation in Australia, which requires employers to address sex discrimination, victimisation, and sexual harassment. Employers are advised to conduct a risk analysis to identify key risk factors and develop tailored policies and training.
Our HR comment: – Major shift in sexual harassment laws | Consensus HR – Herts, Beds
Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “This is long overdue and now it has got Royal Assent will not be long until it is implemented and businesses will need to ensure they have all the correct Policies & Procedures in place as well as development with their teams to ensure it is practiced. The article from the Law Gazette goes into great detail about the subject and gives some great advice and explains about the burden being put on the employer to prevent sexual harassment.
YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.
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