Starting from October 26, employers will need to take ‘reasonable steps’ to prevent sexual harassment of their employees in the workplace.
Considering that a TUC poll last year revealed 58% of women had experienced sexual harassment, bullying, or verbal abuse at work, this is a pressing issue. A useful first step is to conduct a tailored assessment of the risks of sexual harassment (whether by co-workers, customers, or other third parties) and identify practical measures to prevent it.
This is also an opportune moment to review and, if necessary, update your organisation’s anti-harassment policies. It is equally important to ensure these policies are well communicated so employees clearly understand the expected standards of behaviour. Training in this area, particularly when integrated with broader DEI and anti-bullying initiatives, becomes significantly more effective when customised to the specific needs of your organisation.
The TUC poll also found that only 30% of those who experienced sexual harassment reported it, highlighting the importance for employers to clearly communicate how to report incidents and actively encourage reporting. Employees should feel confident that any reports will be taken seriously and addressed appropriately. Those responsible for receiving and managing complaints should be well-trained to handle them promptly and effectively, ensuring that lessons are learned and applied.
Ultimately, the most critical factor is fostering a workplace culture that genuinely prioritises the prevention of sexual harassment. This goes beyond risk assessments, policies, and training—real change occurs when leaders actively commit to making the workplace a safe environment, demonstrating their commitment through both actions and words.
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