Essential Info for Business Owners and Company Directors: The Worker Protection Act
As business owners and company directors, staying informed about legislative changes is not just beneficial, it’s crucial for the integrity and success of your business. On 26 October 2024, the Worker Protection (Amendment of Equality Act 2010) Act 2023 will come into force, bringing significant changes to workplace legislation that you need to understand and implement effectively.
What’s Changing?
The new law establishes a positive legal obligation for employers to take proactive measures to protect their workers from sexual harassment. This shift means that simply reacting to incidents of harassment is no longer sufficient. Here are the key changes you should be aware of:
Employer Responsibilities:Â Businesses must actively prevent harassment in the workplace. This requires updating existing policies, enhancing training programmes, and fostering a culture of safety and respect. It is now the responsibility of employers to implement measures that mitigate the risk of harassment before it occurs.
Enforcement Powers:Â The Equality and Human Rights Commission (EHRC) will oversee compliance with the new legislation. They have been granted significant enforcement powers, allowing them to take action against employers who fail to meet their obligations. This places greater accountability on businesses to uphold a harassment-free environment.
The Role of the EHRC Technical Guidance
To assist employers in navigating these changes, the EHRC has released crucial technical guidance. This guidance provides practical steps for compliance and outlines best practices for creating a harassment-free workplace. It will cover essential topics such as:
Understanding the Law:Â A clear explanation of the legal obligations under the new legislation.
Policy Development:Â Guidelines on how to create effective harassment policies that comply with the law.
Training Requirements:Â Recommendations for training programmes that equip staff with the knowledge to prevent and respond to harassment.
Employers should actively engage with this guidance to ensure that their practices are in line with the new legal framework.
What Employers Need to Do
To prepare for these significant changes, here are essential steps that your business should take:
Review and Revise Policies:Â Begin by ensuring that your harassment policies are current and compliant with the new legislation and EHRC guidance. This may involve revising language, incorporating new definitions, and clarifying reporting procedures.
Implement Comprehensive Training:Â This is where Breen & Associates can provide valuable support! Our tailored training sessions are designed to equip your workforce with the knowledge and tools necessary to prevent harassment effectively. We focus on practical strategies and real-world scenarios that make a tangible difference, ensuring that employees understand their roles in fostering a safe workplace.
Raise Awareness: Cultivating a culture of respect requires ongoing effort. It’s important to promote awareness initiatives that encourage open dialogue about harassment and discrimination. Our engaging workshops can help keep these conversations alive, making them a regular part of your business culture.
Establish Clear Reporting Procedures:Â Create safe, confidential channels for employees to report harassment without fear of retaliation. A robust reporting system is crucial for fostering trust within your business and ensuring that employees feel safe coming forward.
Cultivate a Respectful Culture:Â Promote values of inclusion and respect throughout your business. This involves not only adhering to legal requirements but also embedding these values into your business ethos. Encourage team-building activities and events that celebrate diversity and foster a sense of belonging.
Conduct Regular Assessments:Â Continuously evaluate the effectiveness of your policies and training programmes. Regular assessments can help identify areas for improvement and ensure ongoing compliance with legal obligations. Solicit feedback from employees about the workplace environment and use this information to make necessary adjustments.
Moving Forward
The implementation of the Worker Protection (Amendment of Equality Act 2010) Act 2023 is an opportunity for businesses to reassess their commitment to creating safe and inclusive workplaces. By taking proactive measures, you not only comply with the law but also demonstrate to your employees that their well-being is a priority.
Need Help?
Navigating these changes can feel overwhelming, but you don’t have to do it alone. We're here to support you with affordable outsourced HR solutions tailored for small businesses and SMEs. Our goal is to empower your business to meet its legal obligations while fostering a culture of respect and inclusivity.
We're a small yet multi-award winning team on a mission to empower leaders of small businesses to thrive with better teams.
As a People Development & HR consultancy, we are here to assist you in navigating these changes. From reviewing contracts and updating policies to ensuring legal compliance, we can help your business adapt seamlessly to new employment laws. Contact us today to discuss how we can support your business through these legislative shifts. You can reach us via team@breenassociates.co.uk or call us on 01279 871 413.
Written by Joanna Breen
Joanna is a high-achieving senior leader with extensive experience in HR and Business Leadership across different industries and sectors. She advises executive & leadership teams at board level. Over the course of her 25 year career, she has made significant achievements in Business & HR Strategy, HR Operations & Shared Services, Transformational HR and HR Systems Implementation. She is a fully qualified and accredited Corporate, Executive, Leadership, Personal Performance, and Life Coach. Joanna has been coaching for more than 20 years.
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