Saxton & Stump’s Post

Learn more about the new guidance on workplace harassment from the EEOC.

The Equality and Human Rights Commission has published its updated guidance on sexual harassment in the workplace. This was updated following a recent consultation and provide information for employers on the new duty to prevent sexual harassment, which comes into force on 26 October. Please get in touch if you need advice on this, we have a created a toolkit and policy to help employers comply with the new duty. https://lnkd.in/eBDcgYgT #SexualHarassment #EHRC #EmploymentLaw

Are you prepared for the new duty to prevent sexual harassment at work? The new Worker Protection (Amendment of Equality Act 2010) Act 2023 comes into force soon and introduces new obligations on employers: https://lnkd.in/eXtu4mgS

On 26 October 2024, the Worker Protection Act 2023 will come into force in the UK. An amendment of the 2010 Equality Act, the Worker Protection Act aims to better protect employees from sexual harassment by prioritising prevention. Employers in the UK will now have a legal duty to work preventatively and not retrospectively to address sexual harassment in the workplace. Is your organisation taking reasonable steps to prevent harassment? Our blog, below, goes through the fundamental steps that your organisation should be proactive in, in the lead up to this statutory change coming into effect.

The new duty to prevent sexual harassment comes into force on 26 October 2024. The EHRC has just issued its finalised guidance to employers, emphasising that the preventative duty is a proactive duty designed to ‘transform workplace cultures'. With less than a month to go, what steps can be taken to ensure that your business is ready? The answer is plenty! Sign up to our webinar to find out what you need to do to prepare and how we can help. https://lnkd.in/eBswYRVz #sexualharassment #EHRCguidance #employmentlaw

Check out my blog highlighting key changes coming into effect which will impact the workplace!

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

Sexual harassment new mandatory duty – will your organisation be compliant? The Worker Protection (Amendment of Equality Act 2010) Act 2024 will now come into force on 26 October 2024 and will impose a mandatory duty on employers to take ‘reasonable steps’ to prevent sexual harassment. Employers will therefore need to ensure that they are prepared for the new duty to prevent workplace sexual harassment. In this article, Sarah Collier presents her top 6 tips to ensuring your business is compliant and has taken the necessary ‘reasonable steps’. https://ow.ly/jXeS50STFyC #sexualharassment hashtag #employmentlaw

This new duty presents the perfect opportunity to refresh training and relevant policies, as well as to review the effectiveness of current approaches

Royal Assent was granted on 26 Oct 2023 for the Worker Protection (Amendment of Equality Act 2010) Act, bringing key changes to combat sexual harassment in the workplace: 1️⃣ Employers must now take "reasonable steps" to prevent sexual harassment. 2️⃣ Tribunals can increase compensation by 25% if employers fail in their duty. Acuity's Beth Gilbert provides reasonable next steps, as well as giving insight into what employers should be doing now. Read the full article here: https://bit.ly/48LvwZv #AcuityLaw #WorkplaceProtection #EqualityAct2023 #SexualHarassmentPrevention