Are you complying with the new sexual harassment prevention regime?

Since 26 October 2024 employers have had a greater obligation than before to take reasonable steps to protect their workforce from sexual harassment.  Here are a few key points you should have considered and implemented as appropriate.

-Do you have a sexual harassment policy?  You may have the best of intentions, but you now also need a policy.

-If you had a policy previously, has it been updated in light of the new requirements? If not, you should check it is compliant and update as necessary.

-Do you train all new staff on the policy as part of their induction? Is your culture compliant and clear?

-Have you risk-assessed all internal areas of your business? For instance, do you have policies in relation to employees travelling together?

-What do you have in place in relation to interaction between clients and employees? Might this result in the need to change your external contracts?

-Are there any other non-client third parties who could harass your employees in a way that you could, or could be expected to, guard against?

-Do your policies adequately cover social media or other digital sexual harassment as well as direct physical harassment?

-Depending on the size and nature of your business, have you considered appointing a workforce champion in relation to protecting staff from sexual harassment?  You might also have, or wish to introduce, an employee helpline.

Sexual harassment issues have never been something that businesses can ignore, but the need to take it seriously, irrespective of the size of your business, is greater than ever before.  Having the right procedures in place is the key to a successful defence of any allegation that might be brought.

If you would like individual advice in relation to your business, please contact a member of our employment law team.  Alternatively to hear more about this and other current topics sign up for our next Employment Law Seminar at the Crowne Lodge Hotel on Thursday 21 November.

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To contact a member of our team, you can fill in our online enquiry form, email info@fraserdawbarns.com, or call your nearest office below. If you’d like to speak to a member of our team at one of our offices across Norfolk and Cambridgeshire, visit our offices page.

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This article aims to supply general information, but it is not intended to constitute advice. Every effort is made to ensure that the law referred to is correct at the date of publication and to avoid any statement which may mislead. However, no duty of care is assumed to any person and no liability is accepted for any omission or inaccuracy. Always seek advice specific to your own circumstances.  Fraser Dawbarns LLP is always happy to provide such advice.