A recruitment authority alerts the hospitality and catering sectors about upcoming sexual harassment legislation changes, emphasizing readiness.
- Effective October 26, updates to the Worker Protection (Amendment of Equality Act 2010) Act 2023 demand proactive employer steps against harassment.
- New liability rules hold employers accountable, including third-party harassment by customers or clients in the hospitality industry.
- Employers must implement robust reporting channels and ensure anti-harassment policy adherence to foster a safe workplace environment.
- Training and candidate screening are crucial to meet anti-harassment standards, ensuring employers and employees understand their legal duties.
A recruitment specialist has cautioned businesses within the hospitality and catering industry to brace for transformative changes in workplace sexual harassment legislation. This forewarning comes from Kasia Krieger, Business Manager at a recruitment firm, as the government prepares to enforce extensions to the Worker Protection (Amendment of Equality Act 2010) Act 2023, effective from October 26. These forthcoming changes will impose a new responsibility on employers to actively prevent any form of sexual harassment within the workplace.
Previously, employers were held accountable primarily when they failed to address reported harassment incidents. However, under the revised legislation, an employer is obligated to take reasonable and preemptive actions to avert harassment before it transpires. Central to this legislative change is the reintroduction of safeguards addressing third-party harassment, where employers could be liable if their employees experience harassment from non-employees such as customers or clients.
The hospitality industry, given its extensive customer interactions, the presence of alcohol, and its informal environment, is particularly vulnerable to such harassment, says Krieger. Employers in this sector must, therefore, increase their vigilance and commitment to providing safe work conditions. This entails developing structured channels through which employees can report harassment, alongside holding employers accountable should they neglect to sustain a secure working environment.
Moreover, Krieger highlights the need for regular evaluations of anti-harassment policies and the training provided to line managers. A culture of openness and support is pivotal for the successful implementation of these legislative changes. Employers are urged to rigorously screen candidates to ensure alignment with anti-harassment standards, provide comprehensive training, and make all parties aware of their obligations under the new law.
Hospitality and catering sectors must adapt swiftly to ensure compliance with new legal requirements and protection standards.
