Dive into the complexities of sex discrimination in the workplace. Discover the pitfalls of common employer defenses like the 'It's Only Banter' claim. Learn proactive strategies to mitigate claims and the significance of legal representation. Hear insights on crafting effective witness statements and the critical role of evidence in harassment cases. Prepare for valuable upcoming events and resources to enhance your understanding of employment law.
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Quick takeaways
The recent amendment to the Equality Act mandates employers to take reasonable steps to prevent sexual harassment, shifting legal expectations significantly.
Employers must develop proactive strategies and robust policies to effectively manage harassment claims and foster a safer workplace culture.
Deep dives
New Legislation on Sexual Harassment Prevention
A significant update in employment law involves the Worker Protection Amendment of the Equality Act 2010, which was passed recently. This new legislation mandates that employers must take reasonable steps to prevent sexual harassment in the workplace, as the previous expectation of 'all reasonable steps' was amended to 'reasonable steps.' Notably, the initial proposal for employers to be liable for harassment by third parties was eliminated, though discussions continue about its potential return under future Labour governance. Consequently, employers are now drawing attention to the practical implications of this proactive duty, anticipating the need for clear guidelines on what constitutes reasonable measures by the time the law takes effect in October 2024.
Implications of High-Profile Sexual Harassment Cases
Recent high-profile cases highlight the critical awareness and challenge surrounding workplace sexual harassment. The revelations about the CBI's mishandlings, allegations against McDonald's of a toxic environment in the UK, and the NHS complaints regarding female surgeons illustrate notable failures in addressing sexual harassment. As organizations become targets of scrutiny, the new law will require employers to take more accountability for their workplace culture and prevent such incidents proactively. This shift in expectations underscores the importance of developing effective harassment policies and training programs to align with the new legal framework.
Understanding the Employer's Defence Against Harassment Claims
In employment law, the employer's statutory defence involves demonstrating that all reasonable steps were taken to prevent acts of harassment by employees. This is based on Section 109 of the Equality Act, which holds employers liable for harassment carried out by their employees in the course of their work. The podcast features discussions on realizing that most employers struggle to consistently establish this defence, as tribunals are often critical of attempts to evade liability. Employers need effective policies and training programs in place and should be particularly cautious with claims to ensure they can present a strong case in the face of allegations.
Strategies for Dealing with Sexual Harassment Claims
To effectively manage sexual harassment claims, employers are encouraged to adopt proactive strategies, such as conducting culture inquiries and establishing a clear hierarchy of support for employees experiencing harassment. Key recommendations include sacking harassers when investigations confirm wrongdoing and offering positions back to victims if they have left the organization. Early settlement of claims is also advised, as it can minimize the stress on claimants and save the organization from prolonged legal battles. These approaches not only mitigate the risk of future claims but also foster a workplace environment that prioritizes safety and respect for all employees.
♨️ IMPORTANT INFORMATION: This podcast is published by (c) Employment Law Services Limited. The information in this video is for general guidance only and, although the presenters and publisher believe it was correct at the time it was recorded, the law may have changed since then. You should always seek your own independent legal advice. Any employment law explained applies to England, Scotland and Wales only.