Sexual Harassment

Sexual HarassmentThe Equality and Human Rights Commission produced new guidance for Employers, in January 2020, on Sexual Harassment and Harassment at Work.  You can read the full Guidance here.

The introduction to the guidance says:

“All employers have a duty of care to protect their workers and will be legally liable for harassment in the workplace if they have not taken reasonable steps to prevent it.

Our guidance offers a legal explanation and practical examples of how to tackle and respond effectively to harassment, including:

  • definition and examples of harassment and victimisation
  • the effect of harassment in the workplace
  • your responsibilities as an employer
  • how to prevent and respond to harassment”.

Sexual Harassment and Harassment is unlawful under the Equality Act 2010.

The guidance continues: “The evidence of the need for tougher action on harassment in the workplace is overwhelming. Harassment at work in all its different forms has a significant negative effect on both workers and employers. It damages the mental and physical health of individuals, which affects both their personal and working life, and has a negative impact on workplace culture and productivity. Moreover, ineffective responses to harassment complaints compound the impact of the harassment on the individual.”

The Guidance looks at:

  • Sexual harassment and harassment related to Sex
  • Harassment of LGBT people
  • Harassment related to Race
  • Harassment related to Religion or Belief
  • Harassment related to Age
  • Harassment related to Disability.

New (2024): This guidance is due to be updated in line with new legislation coming in October 2024, that will require Employers to take ‘reasonable steps’ to prevent sexual harassment of their employees in the workplace. We’ll update this post when we have more detail.

One thought on “Sexual Harassment and other Harassment at work – new guidance”

Comments are closed.