From 26 October 2024, the Worker Protection (Amendment of Equality Act 2010) Act 2023 places a new legal duty on employers to take reasonable steps to prevent sexual harassment. This applies to all work-related events, including social gatherings and celebrations.
What’s Changing?
- If an employee successfully claims sexual harassment, tribunals can now increase compensation by up to 25% where an employer has breached this duty.
- The Equality and Human Rights Commission (EHRC) has been empowered to investigate and enforce compliance.
Steps to Stay Compliant
- Risk Assess Your Events
Conduct a specific risk assessment to identify and mitigate risks of harassment at work-related events.
- Employee Training
Train managers and staff annually to help them recognise harassment, prevent inappropriate behaviour, and address concerns effectively.
- Adopt an Open-Door Approach
Encourage employees to speak with their line managers about any concerns they may have before the event. Reassure them that the same open communication applies after the event, particularly if they feel uncomfortable or have witnessed inappropriate behaviour.
- Policies and Communication
- Remind employees of your harassment and disciplinary policies ahead of any event.
- Publish a clear zero-tolerance statement for inappropriate behaviour.
- Open Channels for Reporting
Ensure employees know who to speak to if they experience or witness inappropriate behaviour, and clearly communicate how concerns will be handled confidentially and seriously.
Why This Matters
Workplace social events should be enjoyable and safe for all employees. By taking proactive steps—like risk assessments, training, and fostering open communication—you can protect your team and ensure compliance with the new legal requirements. This reduces the risk of claims and safeguards your business’s reputation.
