A leading expert insists that employers act promptly to address sexual harassment in the workplace before new legislation takes effect in October.
- The Worker Protection Act mandates employers to adopt ‘reasonable steps’ to prevent harassment, risking a 25% penalty increase in damages for non-compliance.
- Almost 67% of UK women report workplace harassment, highlighting the critical need for preemptive measures.
- Employers are advised to develop robust policies, regular training, and effective reporting mechanisms to create a safe work environment.
- Reputational damage and decreased productivity are potential risks for employers who neglect these responsibilities.
A prominent expert urges businesses to act proactively in anticipation of new legal duties arising from the Worker Protection Act, effective October. Employers will be required to undertake ‘reasonable steps’ to prevent workplace sexual harassment. Businesses that fail to meet these obligations could face up to a 25% increase in compensation penalties if found negligent by employment tribunals.
Recently, statistics from the Office of National Statistics reveal a significant workplace issue, with nearly 67% of women in the UK experiencing sexual harassment, some escalating to criminal offenses. Despite existing laws, these figures indicate a pressing need for more effective prevention strategies.
The new legislation emphasizes proactive measures, requiring employers to not only implement but also regularly update harassment policies. Frequent training sessions are necessary, and all complaints must be taken seriously to ensure a safe workplace environment.
The importance of fostering a safe and inclusive environment is paramount, calling for regular assessments of workplace measures’ effectiveness. Ignoring these responsibilities can lead to legal consequences, including lawsuits, compensation claims, and reputational harm, along with reduced employee morale and productivity.
To prepare adequately, employers are recommended to establish clear policies on sexual harassment, invest in comprehensive training, and ensure accessible reporting mechanisms. Prompt and thorough investigations into complaints, safeguarding confidentiality, and non-retaliation for complainants are essential. Appropriate disciplinary action and support services for victims must also be prioritized.
Employers must act decisively to avoid significant legal and reputational risks posed by the new Worker Protection Act.
