Starting Autumn 2024, UK employers must take all reasonable steps to prevent sexual harassment under the new Worker Protection (Amendment of Equality Act 2010) 2023. This significant legal update empowers Employment Tribunals to increase compensation by up to 25% if an employer fails to meet this duty.
What’s Changing?
- A Proactive Duty
Employers must now actively prevent harassment – implementing clear policies, offering regular training, and encouraging a culture of respect and early reporting.
2. Third-Party Protections
Staff are now protected from harassment by individuals who are not employees such as clients, customers, and suppliers – even off-site.
3. Increased Accountability
Regulators and courts can now hold businesses more accountable. Reactive responses aren’t enough – prevention is key.
4. Extended Claims Window
Victims now have six months (up from three) to file harassment claims, acknowledging the time often needed to process and report incidents.
Be Prepared
This isn’t just compliance – it’s culture. Leaders must lead by example and act fast when issues arise.
Join us at Rix & Kay’s HR & Employment Law Seminar at Buxted Park on Thursday, 15 May 2025, where we’ll break down what this new duty means for you, and how to protect your business and your team.
Also on the agenda:
- Day One Unfair Dismissal Rights
- Flexible Working Requests
- Zero-Hour Contracts & Right to Work Checks
- Proposed Sick Pay Reforms
- Employment Tribunal Time Limit Changes
Need help now?
Contact our team at gatekeeperteam@rixandkay.co.uk or call 01825 744462.