
The new Worker Protection (Amendment of Equality Act 2010) Act 2023 will come into force on 26 October 2024.
The Act introduces a new duty on employers to take reasonable steps to prevent sexual harassment of their workers “in the course of their employment”. Therefore, employers will need to take reasonable proactive measures to prevent sexual harassment from occurring in the workplace as well as ensure that they take reasonable steps to prevent sexual harassment against staff “in the course of their employment,” which means that the duty also includes taking steps to prevent sexual harassment by third parties, such as clients and customers.
The Equality and Human Rights Commission’s (EHRC’s) guidance on sexual harassment at work (finalised on 26 September 2024) states that an employer is unlikely to be able to comply with the preventative duty if it does not carry out a risk assessment. This means that employers should carry out risk assessments, which would enable employers to evaluate the risk of workers being exposed to sexual harassment in the workplace and the steps that can be taken to minimise those risks.
The EHRC suggests that factors that could be taken into consideration when conducting a risk assessment include:
The guidance further states that where there are risks that only affect one job role or one worker, these should still be considered and addressed.
The employer must take “reasonable” steps to prevent sexual harassment of their workers in the course of their employment to comply with the preventative duty. What is reasonable will vary for different employers and will depend on factors including, but not limited to:
Employers may want to consider appointing a designated lead to take responsibility for implementing an action plan and complying with the preventative duty. The EHRC guidance also makes it clear that employers should not wait until a complaint of sexual harassment has been raised before they take any action.
If an employer does not take reasonable steps to prevent sexual harassment of their workers, the preventative duty will be breached.
Employment tribunals cannot consider standalone breaches of the preventative duty. However, if an individual succeeds in a sexual harassment claim and the tribunal finds that that the employer breached the preventative duty, compensation can be increased by up to 25%. It is important to note that the EHRC has enforcement powers and may enforce a standalone breach of the preventative duty as an unlawful act.
Disclaimer
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