Sexual Harassment Prevention Documents for Employers

Description

From the 26^{th of} October all employers have a new duty to take reasonable steps to protect their workers from sexual harassment. If you fail to do so and an employee makes a claim for sexual harassment the consequences for you are as follows:

1. It will be more difficult to defend the claim
2. You will have to explain to the Employment Tribunal why you have not complied with your obligations under the new law
3. Compensation will be increased by up to 25%
4. Significant reputational damage

It may at first look seem like a daunting task, however we have prepared documents that will help you to meet your legal obligation to prevent sexual harassment.

The steps that we recommend you take to comply with the new law are:

1. Carry out a general sexual harassment risk assessment to identify where there are any risks and what steps you can take to minimise risks.
2. Update or implement a separate sexual harassment policy and procedure for dealing with complaints.
3. Issue a statement or notice to all staff about the new or updated policy and explain the steps you are taking.
4. Train all managers and HR personnel to raise awareness of sexual harassment rights and obligations and the process for dealing with complaints or concerns.
5. Train all staff on the basics of sexual harassment so they understand what it is and how to report issues.
6. Ensure all new staff have the basic training when they start as part of their induction.
7. Keep records of the training.
8. Set a timetable for an annual review of policies and update training for all staff.

For £100 plus VAT you can download the following documents:

IMPORTANT NOTE: The information and documents provided on this site are for general use on a ‘do it yourself’ basis and are not intended to be comprehensive or a replacement for obtaining specific legal advice about your situation. Using the information or documents without consulting us or another professional adviser is at your own risk. Real Employment Law Advice accepts no responsibility and gives no representations or warranties, express or implied, that any of the information and materials on this site is complete, accurate or free from errors or omissions.