New protections from sexual harassment come into force
The government has announced new protections from sexual harassment in the workplace, which will come into force on 25 October 2024.
The new protections include:
- A new duty on employers to prevent sexual harassment in the workplace.
- A new right for employees to request a flexible working arrangement to avoid sexual harassment.
- New powers for the Equality and Human Rights Commission (EHRC) to investigate and enforce the new protections.
The government has also published new guidance for employers on how to prevent and respond to sexual harassment in the workplace.
The new protections will provide much-needed support for employees who experience sexual harassment at work. They will also help to create a more inclusive and respectful workplace culture for everyone.
What is sexual harassment?
Sexual harassment is any unwanted conduct of a sexual nature that makes someone feel offended, humiliated or intimidated. It can include:
- Verbal harassment, such as jokes, comments or propositions
- Physical harassment, such as unwanted touching, groping or assault
- Visual harassment, such as displaying sexual images or videos
Sexual harassment can happen to anyone, regardless of their gender, sexual orientation or disability. It can be perpetrated by anyone, including colleagues, supervisors, customers or clients.
What are the new protections from sexual harassment?
The government has introduced a number of new protections from sexual harassment in the workplace, including:
- A new duty on employers to prevent sexual harassment in the workplace. This duty will require employers to take all reasonable steps to prevent sexual harassment from happening in the workplace. This could include developing and implementing a sexual harassment policy, providing training for employees on sexual harassment, and investigating and responding to complaints of sexual harassment.
- A new right for employees to request a flexible working arrangement to avoid sexual harassment. This right will allow employees to request a flexible working arrangement, such as working from home or changing their hours, if they are experiencing sexual harassment at work. Employers will be required to consider all such requests seriously and to grant them if it is reasonable to do so.
- New powers for the Equality and Human Rights Commission (EHRC) to investigate and enforce the new protections. The EHRC will have the power to investigate complaints of sexual harassment and to take enforcement action against employers who breach the new protections. This could include issuing fines or taking legal action.
What can I do if I experience sexual harassment at work?
If you experience sexual harassment at work, you should:
- Tell someone you trust, such as a colleague, supervisor or HR representative.
- Keep a record of the harassment, including the date, time and details of what happened.
- Make a formal complaint to your employer.
- Contact the Equality and Human Rights Commission (EHRC) if you feel that your employer has not responded adequately to your complaint.
What can employers do to prevent and respond to sexual harassment?
Employers have a legal duty to prevent sexual harassment from happening in the workplace. They can do this by:
- Developing and implementing a sexual harassment policy.
- Providing training for employees on sexual harassment.
- Investigating and responding to complaints of sexual harassment promptly and effectively.
- Creating a culture of respect and inclusion in the workplace.
The new protections from sexual harassment will come into force on 25 October 2024. These protections will provide much-needed support for employees who experience sexual harassment at work. They will also help to create a more inclusive and respectful workplace culture for everyone.
New protections from sexual harassment come into force
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