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All employers need to update anti harassment policies and must train staff! If you need any help with updating policies, or training staff get in touch! [email protected] #equalityact #sexualharassment #preventativesteps #employmentlawyer #hrlawyer

📢 New Duty to Prevent Sexual Harassment in the Workplace – Effective from 26th October 2024 📢 From 26 October 2024 onwards, all employers must comply with the new duty to prevent sexual harassment in the workplace. In light of these changes, it is crucial that, moving forwards, employers adopt a zero-tolerance approach to sexual harassment. Learn more about the steps employers should take to comply with the new duty in our latest article from Imogen Thomas: https://lnkd.in/g-KfduwC #EllisJonesSolicitors #ProfessionalwithPersonality #EmploymentLaw #WorkplaceSafety #ZeroTolerance #HR #EqualityAct2023 #SexualHarassmentPrevention

A culture of silence? - the use of NDAs in workplace sexual harassment claims https://lnkd.in/gUXCezfN #workplaceinvestigations #hr #humanresources #workplaceviolence #workplaceinvestigation

A culture of silence? - the use of NDAs in workplace sexual harassment claims https://lnkd.in/gnCEFK2B #workplaceinvestigations #hr #humanresources #workplaceviolence #workplaceinvestigation

A short read on how to take active measures to stamp-out sexual harassment in the workplace. Tools to stamp-out sexual harassment in the workplace | HR Assured https://lnkd.in/gCGtvnJP

How do you get your CEOs and senior leaders to care about sexual harassment prevention work? Have a read of Culture Shift's latest article on the business cost of workplace sexual harassment to support you in writing your business cases #HR #WorkerProtectionAct #EmploymentLaw #HarassmentPrevention #WorkplaceSafety https://lnkd.in/eG4-74B2

I'm very excited to see my thoughts on 'zero-tolerance' policies to sexual harassment in the workplace published in theHRDIRECTOR! Give the article a read and let me know your thoughts.. I know lots of workplaces will currently be reviewing their policies in relation to sexual harassment in light of the new legal responsibilities on employers brought about by the Worker Protection Act. I'd strongly encourage employers to step away from the 'zero-tolerance' label and explore other options. This article explains why. https://lnkd.in/eudy2_Mr #SexualHarassment #ZeroTolerance #WorkerProtectionAct #EmploymentLaw #HR #Workplace #Culture #HRPolicy Culture Shift

Under the current Worker Protection Act 2023, there is a duty on employers to take reasonable steps in preventing sexual harassment in respect of their employees during the course of employment. From October 2024, there are changes to The Worker Protection Act 2023. The changes will put more responsibility on employers to prevent sexual harassment in the workplace. In her latest article, Helen Burrowes (Chartered MCIPD), explains what employers can do to prevent sexual harassment in the workplace. https://lnkd.in/ecqWs9Hk Nockolds HR are providing training in this area to support businesses. For more information call our team of HR Consultants on 0345 6460406. #training #linemanagertraining #sexualharassment

Sexual harassment takes many forms and, in the workplace, it’s a serious matter. Some recent and notably high-profile cases brought against business giants, McDonalds, Pizza Hut and the CBI, have led to increased awareness and brought sexual harassment of employees firmly centre stage. Updated government legislation in October 2024 set out new obligations for employers to take positive steps with a greater emphasis on preventing unwanted sexual attention in the workplace. The legislation places increased responsibility on employers to make their workplaces safer for employees. The aim is to protect both employees and businesses, in addition to helping organisations - be it large or small, avoid potential employment tribunal claims and the reputational damage that can result from such proceedings. But what does all this mean for employers…? With the new statutory duties on employers to take all reasonable steps to prevent sexual harassment in the workplace, creating a discrimination-free workplace environment is key. In the event of an allegation of sexual harassment, employers will be under increased scrutiny of their behaviour and the measures they have, or have not, put in place to prevent, respond to and manage sexual harassment. So how can employers proactively prevent sexual harassment at work? • Review sexual harassment and discrimination policies, ensuring they specifically align with the new legal standards • Review and update procedures around reporting and handling concerns and complaints with clear, fair and impartial processes  • Consider what ‘reasonable steps’ will be put in place to aid prevention  • Undertake workplace risk assessments, taking preventative measures into consideration • Train and educate your workforce, including during induction programmes to incorporate the new legislation If you'd like more tips on how to prepare your business, read our recent blog, or get in touch for practical, independent, HR advice and support: https://lnkd.in/eFhDU2ij  #sexualharassmentatwork #sexualharassmentlegislation #preventingsexualharassment #independentHRconsultant Specialist HR Solutions Limited #hrsupport #hradvice #harassmentatwork

A short read on how to take active measures to stamp-out sexual harassment in the workplace. Tools to stamp-out sexual harassment in the workplace | HR Assured https://lnkd.in/gCGtvnJP