The Law

In non-legal terms what this means:

New Statutory Obligation.

Employers need to show they have current “prevent sexual harassment” policies and procedures in place, along with up-to-date training for their employees.

Employers must not undermine their responsibility to keep all workers safe from sexual harassment whereby the harassers repeatedly evade some form of justice.

This new act represents one of the most significant changes to UK workplace discrimination since the 2010 Equality Act. The act imposes a preventative duty on employers to take reasonable steps to prevent sexual harassment of its employees, with a compensation uplift where they fail to do so.

The insertion of Section 40A & Section 124A will be applied into the Equality Act 2010, which will affect but is not limited to, people who work in the following environments: medical and social care; HR, legal and housing; the charity sector; schools, colleges, and universities; sports clubs and other statutory, private, and voluntary sector organisations and anyone who is an employer.
The act now imposes an enforcement structure to encourage employers to tackle sexual harassment aggressively and head-on.

The Worker Protection (Amendment of Equality Act 2010) Act 2023 and the benefits of engaging with stopsexualmisconduct.co.uk

Employers should prepare now, so that they achieve compliance with the new law.

Being the only one-of-its-kind and specialist company, dealing solely with issues pertaining to the eradication of sexual misconduct, sexual harassment, and sexual assault within the workplace you will –

• Ensure your business is legally compliant and has the best policies and procedures in place in accordance with the litigation, investigation and enforcement policy as set out in the EHRC’s statutory code of practice and to avoid non-compliance.
• Best in class enhanced certified face-to-face training to raise awareness among managers to recognise potential issues early.
• Ensuring a safer workplace for all your staff which will result in less absenteeism.
• Help to improve staff engagement and creating an environment, where speaking up is encouraged.
• Ensure any issues are dealt with quickly and effectively and with the necessary confidentiality and sensitivity.
• Creating an open and safe work environment for all staff to thrive in.
• Offer expert guidance so that your senior management can scrutinize malicious complaints and make appropriate actions.
• Help to protect and enhance the reputation of the organisation and avoid negative publicity.
  Reduce staff turnover and save on potentially expensive legal disputes and actions.

More information on the Worker Protection (Amendment of Equality Act 2010) Act 2023 can be found here
https://www.legislation.gov.uk/ukpga/2023/51/pdfs/ukpga_20230051_en.pdf

and finally…

We’re sure you’ll find us a little different! You’ll always find us approachable and friendly to have a conversation with, and we’re down to earth, so we won’t bamboozle you with jargon!

stopsexualmisconduct.co.uk is here to provide a professional service that can make a huge, positive difference to your business and one that won’t break the bank.

Contact us today to discuss how we can help.