The New Frontier of Sexual Harassment Prevention in the UK

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Introduction:

The UK is taking a bold step in the fight against sexual harassment by introducing a new duty for employers to take proactive measures to prevent such incidents in the workplace. This groundbreaking development, expected to come into force in October, marks a significant shift in the UK's approach to workplace safety and respect. This article delves into the details of this new legislation and its implications for employers and employees alike.

The New Duty:

The new duty requires employers to take reasonable steps to prevent employees from being sexually harassed by colleagues. This legislation aims to create a safer and more respectful working environment by placing the onus on employers to be proactive in preventing harassment.

Reason for the Change:

Sexual harassment remains a pervasive issue in workplaces across the UK, with a recent survey revealing that one in two women and one in five men have experienced sexual harassment at work. The new legislation is a response to this alarming situation, seeking to address the issue head-on and create a culture of zero tolerance for sexual harassment.

Implications for Employers:

Employers will be required to review and update their policies and procedures to ensure they are compliant with the new legislation. This may include providing regular training to employees on what constitutes sexual harassment and how to report incidents, as well as implementing robust reporting mechanisms and support services for victims.

Moreover, employers will need to take a proactive approach to preventing sexual harassment, which may involve conducting risk assessments, monitoring workplace culture, and taking swift action against perpetrators. Failure to comply with the new duty could result in significant fines and reputational damage.

Implications for Employees:

For employees, the new legislation offers hope for a safer and more respectful work environment. It sends a clear message that sexual harassment will not be tolerated and that victims will be supported. Employees can expect to see improvements in their workplace policies and procedures, as well as increased awareness and understanding of sexual harassment issues.

Employees should familiarise themselves with their organisation’s policies and procedures and know how to access support services if needed.

The Role of Trade Unions and Advocacy Groups:

Trade unions and advocacy groups have a crucial role to play in ensuring the successful implementation of the new legislation. They can provide support and advice to both employers and employees, help to raise awareness of the issue, and work to ensure that the new duty is enforced effectively.

Conclusion:

The new duty on employers to prevent sexual harassment in the workplace marks a significant step forward in the fight against this pervasive issue. By placing the onus on employers to be proactive in preventing harassment, the legislation sets a high bar for workplace safety and respect. However, the success of the new duty will depend on the commitment of employers and employees alike, as well as the support of trade unions and advocacy groups. As the UK moves towards a safer and more respectful work environment, it is hoped that other countries will follow suit.

Article by

Marianne Wright

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Our expert employment law solicitors all have many years’ experience advising individuals who are in your position. We will be able to guide you through the process and to help you secure the best possible outcome.

We offer a range of services, so please contact our friendly customer services team to discuss further via hello@kilgannonlaw.co.uk or 0800 915 7777.

Disclaimer

The above provides a general overview of areas in employment law and is not intended nor construed as providing specific legal advice.

This article is for information purposes only and is correct at the time of publication. It does not constitute legal advice.

07.05.24

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