Preparing your business for compliance with New Legislation.
As of Saturday, 26th October, a new layer of responsibility has been introduced to UK sexual harassment law. Employers are now required to take all reasonable steps to prevent sexual harassment in the workplacenot only from within the team but also by third parties, such as clients or customers.
This proactive obligation may seem daunting for small businesses, but Kathryn Rodgers of face2faceHR offers comprehensive guidance on ensuring compliance without disrupting workplace harmony. With the festive season approaching, now is the perfect time for businesses to address potential risks and reinforce policies.
What Constitutes Sexual Harassment?
Under the Equality Act 2010, harassment involves unwanted conduct related to protected characteristics (such as sex, race, or disability) that creates a degrading, intimidating, or offensive environment for the individual affected. With the new amendment, harassment by third parties also falls under this duty to prevent, making it crucial for businesses to assess potential risk scenarios.
Practical Steps for Small Businesses
The main change with this legislation is introducing a proactive element: rather than responding to incidents after they occur, employers must act in advance to minimise the likelihood of sexual harassment. Here’s how small businesses can begin:
Conduct a Risk Assessment: Identify where and when employees might be exposed to potential harassment, especially at events such as Christmas parties or client meetings.
This could involve assessing any high-risk areas or interactions, whether in person or online.
Understand Key Concepts and Legislation: Business owners and managers must know the definitions and implications of harassment, discrimination, and protected characteristics. Kathryn Rodgers provides tailored training materials to help teams get up to speed on these topics, making compliance manageable and effective.
Set Clear Policies and Offer Training: Small businesses should establish and communicate anti-harassment policies that reflect their unique workplace context. Training sessions should define unacceptable behaviours and outline reporting procedures. For a festive event, such as a Christmas party, communicating expectations to employees and setting a respectful tone can prevent misunderstandings or incidents.
Empower Managers: Managers are crucial in enforcing policies and maintaining a respectful work culture. They should be equipped to recognise potential issues and to handle complaints reasonably. Small businesses can benefit from setting boundaries around ‘banter’ and encouraging bystander support where colleagues can step in if they witness inappropriate conduct.
With face2faceHR’s expertise, Kathryn Rodgers can assist businesses in embedding these changes into their operations, creating a safer, more respectful, and legally compliant workplace. For small businesses, staying informed and proactive can mitigate the risk of costly claims and promote a positive, inclusive environment for everyone.
Contact Kathryn Rodgers, HR Consultant
Mobile: 07946 330025
face2faceHR
