Employers now have a new legal obligation to “take reasonable steps” to proactively prevent sexual harassment. Employers facing a sexual harassment claim will need to demonstrate the targeted measures they have implemented to comply with this new positive duty.
A one-size-fits-all training solution is unlikely to protect your business. Our training and support is bespoke to your organisation and aligned with your business, sector and industry’s risk profile.
Training of your staff on what is meant by harassment and sexual harassment, what they should do in the event of being subjected to it, witnessing it or it being reported to them, will not only demonstrate an enhanced level of care as an employer but will reduce your risk in this area and help you evidence your commitment to compliance.
Our bespoke training is delivered by our experienced Employment lawyers in an engaging and informative way designed to ensure all employees in your organisation have a clear understanding of the new law (and the implications of it) to help you manage and prevent sexual harassment occurring in the workplace. We can then also review and/or draft all necessary policies and contracts, including those for clients and customers, as these are considered one of the “reasonable steps” under the new duty.
Watch our short video to better understand:
Employers facing a sexual harassment claim will need to demonstrate the targeted measures they have implemented to comply with this new positive duty.
Employers who cannot demonstrate the steps taken to comply with the new duty can expect to pay significantly more compensation for a successful sexual harassment claim which will be up to 25% on an already uncapped (and potentially significant) award.
All staff should be trained to understand what behaviours can constitute sexual harassment and what their role can be in calling out inappropriate behaviour. It’s also important that all staff receive training about how to role model appropriate behaviours.
Enhanced training should also be provided for individuals in specific roles, for example, those responsible for implementing policies and dealing with complaints (including senior leadership, managers, newly promoted managers and HR). This training should cover: what to do when a report or allegation is received, how the investigation will be carried out, and how staff can and should be reported.
What is required will be dependent on your business and sector.
Enhanced training for individuals in specific roles would cover:
There are multiple policies and contracts, including those for clients and customers, that are necessary for a business to have in place, as these are considered one of the “reasonable steps” under the new duty. These include:
Step-by-support for your business
1.Complete our questionnaire so we can better understand the context of this new legal obligation in relation to your business
2.We’ll have a call with you to discuss your situation and agree next steps
3.We’ll deliver what’s needed to evidence your commitment to compliance
4.You will have implemented clear and appropriate steps to reduce risk and demonstrate your commitment to compliance
In-person training, delivered at a place and time convenient for you.
Our bespoke training is delivered by our experienced Employment lawyers, in an engaging and informative way designed to ensure all employees in your organisation have a clear understanding of the new law and the implications of it, to manage and prevent sexual harassment occurring in the workplace.
1) Training to all staff, tailored and bespoke to your business; and
2) Enhanced in-depth training to senior leadership and managers/supervisors, tailored and bespoke to your business.
For larger organisations we can prepare a bespoke pre-recorded video training that can be shared with employees on demand to inform and educate them of the new duty and their responsibilities.
We can review and/or draft policies and contracts to contribute towards your compliance, including those for clients and customers, such as:
Other steps we can assist with are:
Complete our short questionnaire about your business and sector and we’ll build you a bespoke training programme to evidence your organisation’s commitment to compliance. Start now
Are you an HR professional? The new duty to prevent sexual harassment in the workplace requires HR teams to be fully upskilled in the new statutory obligations on employers to take “reasonable steps” to prevent sexual harassment. Download our detailed video guide to the new duty; what’s changed; the obligations on employers; and what HR teams need to be working on or seeking support from Collyer Bristow to implement now.
We gather some key information from you so we can better understand the various obligations under the new duty in relation to your business.
A one-size-fits-all training solution is unlikely to protect your business. Any steps taken should be bespoke to your organisation, aligned with your business, sector and industry’s risk profile and consist of content tailored to the structure of staff in your business.
The questionnaire should take no longer than 10 minutes to complete.
Check out our relevant downloadsView all our downloads
From 26 October 2024, employers will have a new legal obligation to “take reasonable steps” to prevent sexual harassment. Here we explain how the law is changing, sanctions for non-compliance and what you can be doing now to prepare for the new duty in the run-up to October and beyond.
12 September 2024
EMPLOYMENT LAW FOR EMPLOYEES & EMPLOYMENT LAW FOR EMPLOYERS
GUIDE
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