Many employers will know that there is a new duty to take reasonable steps to prevent sexual harassment which comes into force on 26th October.
However, many are unaware that it will be a defence for an employer to show that they took all reasonable steps to prevent sexual harassment. Which means that if an employer can demonstrate they have made genuine efforts to prevent harassment—such as implementing proper training, policies, and monitoring—they may avoid liability in the event of a harassment claim.
Failing to understand or implement this duty could expose businesses to serious legal and reputational risks, making it crucial for employers to act proactively.
We can help with the following:
- Explaining the new duty with clear, practical examples tailored to your business;
- Clarifying the new “all reasonable steps” defence, including what it might involve for different types of employers;
- Training your managers and staff on how to properly implement the new rules and foster a harassment-free workplace culture; and
- Ensuring that you have the appropriate policies, procedures, and reporting mechanisms in place to comply with the legal requirements, thereby protecting your organisation and your employees.
Find out how we can help. Contact our Employment Law team
To discuss, please contact Jon Dunkley, Partner and Employment Law specialist on 01271 341021.
