As of October 2024, significant changes are coming into effect under the Worker Protection (Amendment of Equality Act 2010) aimed at preventing sexual harassment in the workplace.
At Pink Pig People and Culture, we understand that navigating HR regulations can feel daunting, especially for small business owners. But don’t worry—we’re here to help you understand these new obligations and how you can foster a happier, more inclusive workplace.
Understanding the New Employer Obligations
So what are these changes? The updated regulations place clear responsibilities on employers to actively prevent sexual harassment. Here’s what you need to know:
- Proactive Measures: Employers must take steps to prevent harassment before it occurs. This means implementing robust policies and training programs that educate employees about what constitutes sexual harassment and the consequences of such behavior.
- Responsibility for Third-Party Harassment: Employers will also be held accountable if a worker experiences sexual harassment from a third party (like clients or contractors) and the employer hasn’t taken reasonable steps to prevent it. This underscores the importance of a proactive approach to creating a safe work environment.
- Clear Reporting Procedures: It’s essential to establish straightforward procedures for reporting harassment. Employees should feel safe and supported when raising concerns, and employers need to ensure that these processes are well-communicated.
- Taking Action: Once a report is made, employers are required to investigate and take appropriate action. This could range from disciplinary measures to additional training, depending on the severity of the incident.
Steps to Prevent Sexual Harassment
OK, so we’ve gone through the obligations, but what actually needs to be done? Here are some actionable steps you can take:
- Develop a Comprehensive Policy: Create a clear sexual harassment policy that outlines unacceptable behavior, reporting procedures, and the consequences for violations. Ensure that this policy is accessible to all employees.
- Conduct Training: Regular training sessions should be held for all staff, including management, to help them understand the nature of sexual harassment and the importance of maintaining a respectful workplace. Tailor training to fit the specific needs of your business and workforce.
- Foster Open Communication: Encourage employees to speak up about any concerns. This can be supported through anonymous reporting tools or regular check-ins with HR.
- Model Positive Behaviour: Leaders should exemplify the behaviour they wish to see in their employees. By modeling respect and professionalism, management sets the tone for the workplace culture.
- Regular Reviews and Feedback: Periodically review your policies and procedures to ensure they remain effective and relevant. Asking for feedback from employees can provide valuable insights into potential areas for improvement. Infact – this one is true of all policies! So worth setting a reminder to review all of your policies.
Get Support from Pink Pig People and Culture
Navigating these new regulations can be overwhelming, but you don’t have to do it alone. At Pink Pig People and Culture, we specialise in helping small businesses ensure HR compliance while building a strong, positive workplace culture.
If you’re ready to take the necessary steps to protect your business and create a thriving environment for your employees, contact us today! Let’s work together to make your workplace a happier and safer space for everyone.
