Fieldfisher’s Post

Big change coming for UK workplaces 🚨 In October the Worker Protection (Amendment of Equality Act 2010) Bill comes in, which makes it the responsibility of employers to take 'reasonable steps' to prevent sexual harassment at work. But what does that mean in reality for employers? From October employers will need to: ➡️ Have an anti-harassment policy ➡️ Brief their employees about sexual harassment; what it is, why it is unacceptable and what to do if sexual harassment is experienced or witnessed at work. ➡️ Keep records of these briefings Employers who don't do this will fall foul of the legislation and leave themselves open to claims under the Equality Act. Although the original plans to hold employers responsible for sexual harassment from clients and customers have been scrapped, it is still vital that employers act responsibly in relation to third-party sexual harassment, by supporting and educating their workforce around this important subject. Kingswood Group is here to support your business in navigating this change. From policy reviews to training, we've got you covered. Let's ensure every workplace is a safe space. Feel free to call us on 01245-204450 or email us on [email protected] for a FREE consultation on how we can help. #WorkplaceSafety #HRConsulting #KingswoodGroupHR

With the season of summer parties in full swing and recent debate about sexual harassment sparked by a viral TikTok video posted by an Australian skincare brand with their take on the “boots and a slicked-back bun” meme, it seems a pertinent time to remind employers that, from the 26th of October 2024, the Worker Protection (Amendment of Equality Act 2010) Act 2023 (the “Act”) will be in force. The Act places a new duty on employers to take reasonable steps to prevent the sexual harassment of its employees. The Act also provides for enforcement where there has been sexual harassment by providing for an uplift of the compensation award by up to 25% where the duty to take reasonable steps to prevent the sexual harassment has been breached. Additionally, the Equality and Human Rights Commission has the power to take enforcement action against an employer who has breached the new duty. #Gannons #employmentlaw #equality

As we continue through 2023, it's crucial to remember the Anti-Discrimination and Human Rights Legislation Amendment (Respect at Work) Act 2022. Enacted over a year ago, this legislation has reshaped our approach to workplace respect and inclusion. 📜 Key Aspects of the Legislation: Ongoing Positive Duty: Employers are required to proactively eliminate workplace sex discrimination, sexual harassment, and victimisation. Legal Compliance: Aligning with amendments to the Sex Discrimination Act 1984 and the Australian Human Rights Commission Act 1986. Creating Safer Workplaces: A focus on preventive measures for a respectful work environment. Our Respect at Work solution remains a vital resource in helping organizations adhere to these legal obligations. Compliance isn't just a one-time effort; it's a continuous commitment to maintaining a safe and inclusive workplace. 👉 Stay ahead in creating a respectful work culture. Utilize our program to ensure your organization continues to meet and exceed these important legal standards. 🔗https://hubs.ly/Q02cBnKy0 #RespectAtWork #Compliance #HR #InclusiveWorkplace #WorkplaceCulture

❗ Amendments to the Worker Protection (Amendment of Equality Act 2010) Act 2023 will implement the following key changes from 26 October 2024: 1️⃣ A positive duty on employers to take ‘reasonable steps’ to prevent the sexual harassment of their employees at work. 2️⃣ The ability for employment tribunals to increase compensation by up to 25% where an employer has failed to take reasonable steps to prevent sexual harassment. ❓ So, what constitutes the 'reasonable steps' referred to in the legislation? 📅 Come along to our FREE Breakfast Seminar ‘Tackling Sexual Harassment in the Workplace – The New Duty on Employers’ which takes place on Thursday 12 September 2024, 9.00am – 12:30pm at The Alderley Edge Hotel to find out more! Here’s what we’ll cover: ▶ What constitutes sexual harassment? ▶ What is meant by ‘reasonable steps? ▶ Drafting effective policies. ▶ Training and engaging staff on identifying and reporting issues. ▶ How to handle complaints – and how not to! ▶ Third-party harassment – what it is and how to prevent it. ▶ The benefits of pro-actively tackling sexual harassment, and why you can’t afford to do nothing! 🔗 We have almost reached full capacity for this event so don't miss out on this fantastic opportunity and register your FREE place here: https://rebrand.ly/12ucg1p #freeevent #sexualharassment #harassment #employmentlaw #employmentlawchanges #equalityact

Last month the Equal Employment Opportunity Commission (EEOC) released updated guidance on workplace harassment. The last time the EEOC released guidance on harassment was decades ago, in 1999, and a lot has changed in 25 years. This long-awaited update acknowledges many changes in the law, including that workplace harassment can include sex-based harassment such as misgendering a worker or preventing an employee from accessing a bathroom that aligns with their gender identity, and it addresses harassment in virtual environments, including email usage and targeting on social media. Read more here: https://bit.ly/3KplfI6 #harassment #hrlaw #employmentlaw

The EEOC has released updated workplace harassment guidance -- the first update since 1999 -- and it includes some important changes employers need to know to avoid running afoul of the federal guidelines. Attorney Benjamin Pratt has the details here: https://lnkd.in/d6r3zvE5 #harassment #workplaceharassment #EEOC #guidance

The Equality and Human Rights Commission (EHRC) are launching consultation on the proposed amendments on preventing workplace sexual harassment.   This consultation on the proposed changes is due to the “Worker Protection (Amendment of Equality Act 2010) Act 2023” which will come into force on 26th October 2024, and will introduce a new positive legal obligation on employers to take reasonable steps to protect their workers from sexual harassment. If an employer breaches the preventative duty, the EHRC will have the power to take enforcement action against the employer. Employment tribunals will also have the power to increase compensation for sexual harassment by up to 25%.   The proposed changes will include third parties and and their behaviours in a workplace as a Preventive Duty and the actions each company must take to prevent sexual harassment in the workplace will rely on the risks each company assesses.   If you have any questions on these changes and what they mean for you and your business, need help reviewing your preventative duty, or your policy on harassment, we can definitely help, email us at [email protected].

From tomorrow onwards, being Tuesday 12 December 2023, the the Australian Human Rights Commission (AHRC) will have the power to investigate and enforce compliance with the positive duty to eliminate sexual harassment and discrimination in Australian workplaces. The new powers will constitute a 'crackdown' that do not take proactive steps to prevent workplace harassment and sex-based discrimination, which was a key recommendation of the landmark the Respect@Work report. #ahrc #workplaceharassment #newlaws #respectatwork #employmentlaw #industrialrelations #update

Starting October 26, 2024, the Worker Protection (Amendment of Equality Act 2010) Act 2023 places a new obligation on employers to prevent sexual harassment in the workplace. Breaching this obligation could result in additional compensation of up to 25% for affected workers and investigation by the Equality and Human Rights Commission. #WorkerProtection #EqualityAct #EmployerResponsibility #SexualHarassment https://lnkd.in/eiyghDcD

Many of you will have seen the recent news that the Government has introduced new legislation to prevent sexual harassment in the workplace. But what does the legislation really mean for employers, and why is now the right time to start preparing? I spoke to Joe Glavina to discuss these questions and more, and you can listen here: https://lnkd.in/ejNZxh39 #equalitylaw