The Worker Protection (Amendment of Equality Act 2010) Act introduces a pivotal change for UK employers, particularly those in hospitality and retail industries.
The act will require employers to take proactive steps to prevent sexual harassment in the workplace, with non-compliance potentially resulting in employment tribunal penalties increased by up to 25%.
In sectors such as retail - characterised by frequent customer interactions, and environments involving alcohol consumption, this legislation demands a major shift in how businesses approach harassment prevention.
UK lawyer Daniel McAfee, has conducted an in-depth examination of the potential legal implications of the Worker Protection Act, offering valuable insights into the expected impact of the legislation. He advises three main points for retail:
- Update your store’s anti-harassment policies and ensure that they explicitly address the legal duty to prevent harassment, including protections from third-party harassment
- Increase training frequency - scenario-based training and specific guidance for managers will be essential to handle complaints effectively
- Review and update reporting systems to ensure they are accessible and supportive, creating a safe space for staff to report any incidents
By implementing these tools and taking proactive steps, employers will not only comply with the new legal obligations but also foster a safer, more inclusive working environment.
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