- Work Hard
- 5th Feb 2025
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What the new sexual harassment legislation means for you
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face2faceHR is here to tell us everything we need to know about the new sexual harassment legislation that was introduced in October 2024.
The Worker Protection (Amendment of Equality Act 2010) states that employers must take “reasonable steps” to protect their employees from sexual harassment – whether it’s from coworkers or third parties like clients or customers.
With this update, businesses are now held accountable for creating a safer, more inclusive work environment – great news, right?
face2faceHR understands the challenges businesses face in navigating changes to workplace policies. This new legislation isn’t just a legal requirement – it’s an opportunity to foster a culture of dignity and respect.
We caught up with our HR Expert in Residence, Kathryn Rodgers who tells us more about the changes and practical steps to ensure your workplace stays compliant and supportive.
WHAT’S CHANGED?
Previously, employers were primarily responsible for addressing harassment between employees. But the Worker Protection Act goes further. It places a clear responsibility on employers to safeguard employees from harassment by third parties, such as clients, customers or suppliers.
The “reasonable steps” employers must now take include:
- Implementing proactive measures to prevent harassment before it occurs.
- Updating policies to explicitly address harassment from third parties.
- Training managers and staff to recognise and handle inappropriate behaviour.
Ignoring or failing to act on this new requirement can leave employers vulnerable to legal claims. Prevention, as always, is better than cure.
HOW CAN YOU PROTECT YOUR TEAM?
It can feel daunting to stay on top of evolving legislation, but practical steps can help you create a safer, compliant workplace.
KATHRYN SHARES SOME OF HER ACTIONABLE MEASURES
Review and renew policies
If your workplace policies haven’t been revised recently, now is the time.
Make sure you have:
- A clearly defined Sexual Harassment Policy that includes third-party harassment.
- A Bullying and Harassment Policy that outlines what employees should do if they experience or witness inappropriate behaviour.
- A Grievance Policy that empowers employees to raise concerns safely and effectively.
Ensure all policies are accessible to employees and provide clear guidance on what constitutes unacceptable behaviour and how to report it.
Train your team
Equip your employees with the skills they need to handle sensitive issues.
Training sessions should include:
- Defining bullying, harassment and sexual harassment, with real-world examples.
- Guidance for managers on how to handle complaints (e.g. listening empathetically, taking concerns seriously and documenting conversations).
- Practical tips for preventing harassment in the workplace and fostering inclusivity.
face2faceHR specialises in tailored training programs to meet your business’s specific needs. Get in touch with Kathryn to book a training session.
Create safe reporting mechanisms
Employees must feel confident that their concerns will be heard and addressed.
Build a supportive culture by:
- Offering both formal and informal channels to report harassment.
- Designating trusted individuals in HR or management as points of contact.
- Ensuring confidentiality and transparency throughout the complaint process.
Set the tone from the top
A culture of respect starts with leadership. Managers and executives must model the behaviour they want to see throughout the organisation. When employees see their leaders taking harassment seriously, it sets the standard for everyone else.
HANDLING COMPLAINTS: A MANAGER’S GUIDE
When an employee raises a harassment concern, the way it’s handled can make all the difference. Here’s a step-by-step guide for managers:
- Find a private, confidential space to discuss the issue.
- Listen with empathy and an open mind. Avoid making judgments or dismissing their concerns.
- Take their complaint seriously. Reassure the employee that their voice matters.
- Keep a detailed, confidential record of what was discussed.
- Collaborate with the employee to understand what support they need.
- Explain your company’s policies and the options available for reporting and resolution.
- Take immediate action if necessary. For example, contact HR to begin an investigation or, in severe cases, suspend the alleged perpetrator while investigations are underway.
- Follow through. Clearly communicate what steps will be taken and provide regular updates to the employee.
WHAT ABOUT THIRD-PARTY HARASSMENT?
Protecting employees from external parties is a unique challenge. Businesses must be proactive in identifying risks and addressing them head-on.
- Train front-line staff to manage difficult interactions with customers or clients.
- Set boundaries with third parties by outlining acceptable behaviour in contracts or service agreements.
- Empower employees to escalate concerns when they feel uncomfortable or unsafe.
WHY IT MATTERS
Implementing these changes isn’t just about staying on the right side of the law – it’s about building a workplace where everyone feels safe, valued and respected. A culture that prioritises employee well-being fosters loyalty, improves morale and boosts productivity.
By taking proactive steps, you’re sending a clear message: harassment of any kind has no place in your business.
HOW FACE2FACEHR CAN HELP
face2faceHR is passionate about helping businesses navigate complex workplace challenges. From policy reviews to bespoke training sessions, they provide expert support tailored to your unique needs.
Kathryn can help you:
- Audit your current policies and procedures.
- Design and deliver practical training for employees and managers.
- Offer hands-on HR support to address and resolve harassment complaints.
Ready to get started? Contact face2faceHR and take the first step towards a safer, more inclusive workplace.
Rachael Ellis
Creative Solutions Manager
After gaining a first in her BA Media and Journalism degree at Northumbria University, Rachael worked at Newcastle’s leading regional newspaper with her stories being picked up in national and global newspapers. She spent two very successful years giving a voice to those communities across the North East who otherwise…
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