A quick guide for Business owners and leaders

From Saturday, 26 October 2024, a significant change in UK employment law came into effect, placing greater responsibility on employers to ensure their workplaces are safe from harassment.

Under the Worker Protection (Amendment of Equality Act 2010) Act 2023, there is a new obligation to take reasonable steps to prevent the sexual harassment of their employees; including sexual harassment by third parties, employers must “take reasonable steps” to proactively prevent sexual harassment in their organisations.

This change means businesses can no longer simply react to incidents of harassment; they must actively work to prevent them. Failing to do so could lead to legal repercussions, with stricter enforcement of these obligations expected.

As Christmas party season approaches, this raises an important question: what does this mean for work socials?

The new legal standard: An onus on prevention

Previously, businesses were required to address harassment once it occurred.Now, the onus is on prevention. Employers must create a workplace culture and environment where harassment is less likely to occur.

This includes:

• Conducting risk assessments: Identifying areas where harassment might be more likely, such as work events or during interactions with third parties.
• Providing clear policies and training: Ensuring all employees understand what constitutes harassment and how to report concerns.
• Taking proactive steps: This might involve reviewing how workplace socials are planned and monitored to ensure a safe and respectful environment for all.

The death of the Christmas Party? What will the impact be on work socials?

Work events, while an opportunity to bring teams together, can sometimes lead to situations that blur professional boundaries. With stricter legal obligations, some employers may be rethinking whether events like Christmas parties are worth the risk.

However, it feels pretty ’bah humbug’ to abandon your christmas party.  It might be that the solution is to prepare and take steps to ensure these events remain inclusive, enjoyable, and safe.

Our tips:

• Set expectations upfront: Provide employees with a clear code of conduct for work events, including reminders about appropriate behaviour.
• Designate trained supervisors: Have staff available to handle any issues that might arise discreetly and professionally.
• Revisit alcohol policies: Offering non-alcoholic alternatives or limiting free drinks can help prevent situations where judgement might lapse.

The new legislation should not mean you can’t reward your staff with some fun; Christmas parties and similar events can still be part of a healthy workplace culture when managed responsibly.

Why does it matter?

For business owners and leaders, the stakes are high. Failing to comply with the new requirements could lead to legal action, fines, and reputational damage. More importantly, fostering a harassment-free workplace helps attract and retain talent, build trust, and support a positive organisational culture.

If you’re unsure where to start, reviewing your existing workplace policies and seeking legal advice is a great first step. Consider training sessions for managers and employees to ensure everyone understands the expectations and their responsibilities under the new law.

Need Support?

The changes to workplace harassment laws can feel overwhelming, but you don’t have to navigate them alone. Our employment law team is here to help. Whether you need guidance on policy updates, training, or advice on planning your next work social, we’re just a call away.

Let’s work together to create a workplace where everyone feels safe, valued, and respected.

Get in touch with our team today on E: [email protected]

Get in touch with our team today

E: [email protected]