Preparing for the New Sexual Harassment Legislation: What Employers Need to Know

As of 26th October 2024, new legislation regarding sexual harassment in the workplace will come into effect, significantly altering the responsibilities of employers in the UK. The Worker Protection Act introduces an “anticipatory duty,” meaning employers must take proactive measures to prevent sexual harassment before any incidents occur. This shift in legal responsibility highlights the importance of training and proper documentation in maintaining a safe and compliant workplace.

Why This Legislation Matters

The updated legislation places an obligation on employers to take “reasonable steps” to prevent sexual harassment. This includes providing comprehensive training to staff and creating robust policies that outline the consequences of such behaviour. Notably, employers who fail to comply could face serious repercussions, including a 25% uplift on compensation awards in the event of a tribunal claim.

It’s essential for employers to understand that claims of sexual harassment can be costly—not only in terms of financial penalties but also in damage to reputation and employee morale. Therefore, taking preemptive action is not just a legal obligation; it’s a strategic move to protect your organisation.

Key Steps for Employers

To effectively prepare for this legislative change, employers should focus on the following areas:

1. Update Policies: Review and update your sexual harassment and bullying policies before the legislation takes effect. Circulate these updates via your staff hub to ensure all employees are informed. RotaMaster’s feature allows you to require staff to acknowledge policy updates before they can book shifts or request annual leave, ensuring compliance.
2. Implement Mandatory Training: Incorporate sexual harassment training as a mandatory requirement for all staff. This training should cover recognising, reporting, and preventing sexual harassment. RotaMaster can help you record and track this training, providing evidence of compliance if needed in future tribunal hearings.
3. Schedule Regular Refreshers: It’s not enough to provide initial training; ongoing education is crucial. Use RotaMaster’s training expiry dates and notification settings to schedule annual refreshers on sexual harassment training and other essential topics. This ensures your team remains informed and compliant with the latest legal requirements.

How RotaMaster Can Help

RotaMaster offers tools to streamline compliance with the new sexual harassment legislation. By utilising our platform, you can efficiently manage policy updates, track mandatory training, and set up reminders for annual refreshers. This proactive approach not only helps you stay compliant but also fosters a culture of safety and respect within your workplace.

In conclusion, the impending changes to sexual harassment legislation demand immediate action from employers. By taking proactive steps now—updating policies, implementing training, and ensuring ongoing education—your organisation can mitigate risks and promote a positive workplace environment. With RotaMaster by your side, you can confidently navigate these changes and uphold the standards of safety and respect your employees deserve.