On 26 October 2024, new UK legislation was introduced to provide stronger safeguards against sexual harassment in the workplace. Aimed at creating healthier, more respectful environments, this law introduces clear standards and responsibilities for employers. With proactive steps, employers can ensure compliance while enhancing workplace culture, fostering trust, and strengthening their team.
What is Sexual Harassment?
Sexual harassment in the workplace involves any unwanted behaviour of a sexual nature that makes an individual feel intimidated, humiliated, or uncomfortable. This could include inappropriate comments, unwelcome physical contact, or displaying explicit material. The new legislation is intended to help employers prevent these types of behaviours and handle them more effectively when they do occur.
What is the 2024 Legislation?
The legislation that came into effect on 26 October 2024 is the Worker Protection (Amendment of Equality Act 2010) Act 2024. This act amends the Equality Act 2010 to include stronger protections against workplace sexual harassment, including a duty for employers to take reasonable steps to prevent harassment and provide protection against third-party harassment.
The 2024 updates introduce two main changes that employers need to know:
Employer duty to take reasonable preventative steps
his law underscores the importance of a proactive approach, requiring employers to show they’ve taken reasonable steps to prevent sexual harassment. While many employers already prioritise respectful workplaces, the law reinforces the need for structured policies, training, and accessible reporting channels to ensure employees feel secure.
Protection against third-party harassment
The new legislation also includes protection against third-party harassment, meaning employers now have a duty to address harassment that may come from clients, customers, contractors, or others who are not directly employed by their business. This change is aimed at creating a safe, respectful environment, even when employees interact with other people outside of their organisation.
Practical ways employers can comply with the new legislation
Adapting to this legislation doesn’t have to be complicated. Here are a few straightforward steps to ensure compliance and help foster a culture where everyone feels comfortable and respected:
Why does this matter?
The updated legislation is an opportunity for employers to create a more respectful and supportive workplace, whilst demonstrating a commitment to employee wellbeing. When team members feel safe and valued, it leads to higher engagement, stronger collaboration, and better overall performance. A proactive approach to these new requirements not only demonstrates compliance but also contributes to a positive workplace reputation, which is an asset in your business attracting and retaining talent.
Embracing the change
The new sexual harassment legislation that took effect on 26 October 2024 is a valuable step toward creating more dignified workplaces. By updating policies, offering accessible reporting channels, and providing regular training, employers can help foster an environment where every employee feels respected. Embracing these changes is more than just a legal requirement, it’s an investment into a healthier, more connected workplace culture for everyone.
