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Understanding the New Sexual Harassment Law: What Employers Need to Know
Compliance with evolving laws is vital for protecting your business and employees. At Blue Rocket Accounting, we work with our sister company, The HR Dept (serving South-East London and North Kent), to help employers stay ahead of these changes.
A new law effective 26th October 2024 requires employers to take "reasonable steps" to prevent workplace sexual harassment, with non-compliance risking higher tribunal costs and reputational harm. Here’s what you need to know to safeguard your business and employees.
Quick Summary
This blog explains the new sexual harassment law and offers practical steps to ensure compliance. Learn how to:
- Protect your employees and your business from legal risks.
- Comply with the latest employment laws in Sidcup, Bexleyheath, and beyond.
- Manage costs through tax-deductible training and HR services.
What Does the Law Require?
The Equality Act 2010 already obligated employers to address harassment. The new law builds on this by requiring a more systematic and proactive approach. Simply reacting to complaints is no longer enough. Employers must take steps to prevent harassment before it occurs.
What Counts as “Reasonable Steps”?
Taking reasonable steps might include:
- Clear Policies: Define sexual harassment and outline procedures for handling complaints.
- Staff Training: Ensure employees understand their responsibilities.
- Accessible Reporting Channels: Make it easy for employees to raise concerns.
- Cultural Review: Address behaviours that could lead to harassment.
Documenting these efforts is crucial. If a complaint arises, showing your proactive approach can protect your business in a tribunal.
Key Steps to Prepare Your Business
- Update Your Policies
- Review existing policies to include a clear definition of harassment.
- Outline how complaints will be handled.
- Share policies through a company handbook and ensure all employees understand them.
- Set Up Clear Reporting Channels
- Specify who employees should approach with concerns.
- Train managers or HR representatives to handle complaints confidentially.
- Consider an anonymous reporting system to encourage openness.
- Assess Your Company Culture
- Balance a fun, engaging workplace with respecting boundaries.
- Address any inappropriate “banter” or behaviours.
- Lead by example to set the cultural tone
"Taking proactive steps to prevent workplace harassment not only keeps you compliant with the law but also fosters a safer, more inclusive workplace where employees can thrive. Small changes, like regular training and clear reporting channels, make a big difference."
– Danny Shaw, HR Specialist, The HR Dept (South-east London / North Kent)
- Provide Staff Training
- Educate employees about what constitutes harassment and how to avoid it.
- While third-party harassment (e.g., from clients) isn’t covered, training can help create a safer workplace.
- Monitor and Improve Your Approach
- Collect feedback and track incidents to identify trends.
- Use anonymous surveys to gauge workplace safety and culture.
- Adjust policies and practices based on feedback.
Frequently Asked Questions
What if I already have a policy?
Review and update your policies to ensure they meet the latest standards. Add or clarify language around sexual harassment and outline clear reporting processes.
How do I support employees who make complaints?
Take complaints seriously. Maintain confidentiality, provide clear next steps, and follow up to ensure employees feel supported. Impartial HR advice can help with all cases.
What if harassment involves a senior manager?
Allow employees to bypass their manager by establishing alternative reporting structures or using external HR services.
Should I include third-party harassment in my policies?
Yes. While not legally required, addressing harassment from clients or customers shows your commitment to staff safety.
How can I track the success of my efforts?
Regularly collect feedback, track complaints, and measure outcomes of investigations to improve your approach.
Can I still have a fun company culture?
Yes! A respectful workplace creates a safer and more enjoyable environment for everyone.
Tax and Business Tips for Employers
Preventing harassment doesn’t have to strain your budget. Here are some tips:
- Claim Training Costs: Expenses for sexual harassment prevention training are often tax-deductible.
- Legal Advice: Policy updates and HR advice can usually be claimed as business expenses.
- Invest in Wellbeing Initiatives: Employee support lines and mental health resources enhance workplace culture and may be tax-deductible.
- Review Liability Insurance: Ensure your policy covers harassment claims for peace of mind.
- Outsource HR Services: Outsourcing can save time, reduce risks, and the costs are usually deductible.
Need HR Help?
If navigating the new law feels overwhelming, our sister company, The HR Dept, is ready to assist. Danny Shaw, our in-house HR expert, has over 10 years of experience helping businesses with policy updates, training, and resolving workplace issues.
At Blue Rocket Accounting, we’re here to ensure your business stays compliant without losing focus on your financial goals. Contact Danny for tailored HR advice and support.
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