In October 2024, new UK workplace harassment laws under the Worker Protection (Amendment of Equality Act 2010) will come into effect, placing a greater responsibility on employers to prevent workplace sexual harassment. These updated laws require employers to take “reasonable steps” to prevent harassment incidents, aiming to create a safer and more respectful work environment. Key aspects of the 2024 UK harassment prevention laws include:
Employer Responsibilities for Preventing Harassment
Employers must take proactive measures to prevent workplace sexual harassment, going beyond merely reacting to complaints. This includes risk assessments, employee training, establishing clear reporting mechanisms, and promoting a zero-tolerance culture. Failure to comply can lead to tribunals increasing employee compensation by up to 25%, holding companies accountable for unsafe environments.
Third-Party Harassment and Protection
Although a specific duty to prevent third-party harassment (e.g., harassment by clients or customers) was removed during legislative revisions, employers are still expected to prevent harassment from any source. Businesses with customer-facing roles should ensure employees are protected, including placing signs and training staff to handle and report incidents effectively.
Proactive Enforcement by EHRC
The Equality and Human Rights Commission (EHRC) will have the power to investigate non-compliant companies and take action before formal complaints are filed. The EHRC can impose legally binding agreements to enforce better practices, aiming to reduce workplace harassment proactively.
Sexual Harassment Statistics
Recent surveys highlight the importance of these updates:
- 58% of women have experienced sexual harassment at work.
- 62% of women aged 25-34 report harassment.
- 20% of employees faced harassment in the physical workplace.
- 13% experienced harassment while socialising with colleagues.
- 27% of men reported harassment at work.
(Sources: TUC Poll 2023 and 2020 Sexual Harassment Survey by the Government Equalities Office)
What Employers Should Do Now
Employers need to update their policies, review training requirements, and implement clear examples and reporting processes. This preparation will ensure compliance with the new UK workplace harassment laws of 2024. By taking these steps, companies can foster a safer, harassment-free workplace and align with the government’s prevention-focused approach.
Our clients are actively updating their policies, clarifying what constitutes sexual harassment, setting up reporting guidelines, and raising awareness. These changes aim to reduce harassment incidents by focusing on prevention rather than reaction.
For more information on how to prepare your organisation, contact Birch HR at info@birch-hr.co.uk.