By training your staff on what is meant by harassment, and specifically sexual harassment, and what they should do in the event of witnessing or being subject to it, you not only demonstrate an enhanced level of care as an employer, but you reduce risk and evidence your commitment to compliance.
A one-size-fits-all training solution is unlikely to protect your business. Any steps taken should be bespoke to your business – identifying risky or problem areas and with content tailored to the seniority/responsibility levels of staff in your business.
From 26 October 2024, employers have a new legal obligation to “take reasonable steps” to proactively prevent sexual harassment, with failure to comply opening employers up to both financial and reputational risks.
Employers facing an allegation of sexual harassment will need to demonstrate targeted measures they have implemented to comply with this positive duty to protect employees from sexual harassment.
By training your staff on what is meant by harassment, and specifically sexual harassment, and what they should do in the event of witnessing or being subject to it, you not only demonstrate an enhanced level of care as an employer, but you reduce risk and 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 manage and prevent sexual harassment occurring in the workplace.
There are two important levels of training required:
We can then review and/or draft policies and contracts, including those for clients and customers, to ensure compliance.
Our 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 deliver what’s needed to ensure your business’s compliance
4.You can be confident you can demonstrate targeted measures have been implemented to comply with this positive duty
In-person training, delivered at a place and time convenient for you.
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 ensure compliance, including those for clients and customers, such as:
We gather some key information from you so we can better understand the duty’s obligations in relation to your business. A one-size-fits-all training solution is unlikely to protect your business, and so much can vary depending on the structure and sector of your organisation. We use what you tell us about your business to tailor the key messages.
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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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