I would imagine that you are receiving many emails about the sexual harassment legislation that came into force on October 26th. There is no point in repeating what the law requires, and I have already sent out a general blog on this topic.
What is important now is that appropriate actions are taken. Two important actions that employers should take are:
• Carry out a risk assessment.
• Provide training to all staff.
We have carried out risk assessments for some of our clients from a variety of different sectors. Every risk assessment must take into account the unique and specific context of the employer’s organisation. The results of the bespoke risk assessment allows us to identify specific training needs for the business, as well as making wider recommendations for other reasonable and preventative steps that an employer should take.
We have honed our training material so that we can prepare bespoke training quickly which focuses on your particular needs following a risk assessment. The training can be delivered on-screen by video conference and includes interactive questioning on screen with as many people from your organisation attending as you would like. This is a very cost-effective way of providing training and requires only one hour of time from your employees.
In the training, we explain the background to the legal changes regarding sexual harassment prevention in the workplace and what the new legal duty requires. We suggest practical steps that can be easily digested and acted on by every employee. Our last training session included ample opportunity for us to give clear answers to employees’ questions. Participants indicated that they had a much clearer idea how to proceed going forward.
Christmas is also approaching, and it is at workplace social events that issues sometimes occur. Without a clear risk assessment and appropriate training, your risks of falling foul of the legislation will be increased. We are concerned, as your risk managers, to reduce risk to a minimum in this area.
For settlements involving sexual harassment, Tribunal Chairmen are able to uplift settlement figures up to a maximum of 25% if employers have failed to take preventative action, including training, so the cost or risk in this area is notable.
If you would like to know more and implement one hour of effective, fact-filled, practical information, then please get in touch.
