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Back in 2019, the Government consulted on whether there should be a duty on employers to prevent the sexual harassment of their employees, and this was met with support.
In July 2021, the Government responded to the results of that consultation by announcing that it would create employment laws to introduce such a duty “as soon as parliamentary time allowed”.
It seems that that time is now as a result of a private member’s bill – the Worker Protection (Amendment of Equality Act 2010) Bill - which is currently being supported by the Government and, if enacted as drafted, would significantly increase employers’ responsibilities concerning harassment.
This article outlines the key changes in that Bill and what employers can do to prepare for them.
Some employers may be aware of the previous provision in the Equality Act 2010, which permitted employers to be liable for the harassment of their employees by third parties when the harassment occurred on at least two previous occasions and if the employer had been aware that the harassment had taken place and had not taken reasonable steps to prevent it happening again.
These provisions were repealed in October 2013 as it was proposed that they had been introduced without any real or perceived need.
If passed, the new Bill will reintroduce employer liability for the harassment of employees by third parties where the third party harasses the employee (not just sexual harassment) in the course of their employment, and the employer failed to take all reasonable steps to prevent the third party from doing so.
Unlike the previous provision, there is no requirement in the Bill for there to have been previous occurrences of harassment before an employer becomes liable.
The definition of a third party is drafted very widely and is someone other than the employer or one of its employees. This could mean that the employer could be responsible for any client, customers, contractors or suppliers.
Complaints of sexual harassment can lead to costly settlements, high-profile departures of senior management, expensive litigation, loss of productivity, damage to reputation, an adverse effect on employee and customer relations and even steep declines in share prices.
Taking appropriate steps to prevent sexual harassment in the workplace is therefore important for all employees, from a business perspective and a legal one.
The Bill will require employers to take all reasonable steps to prevent sexual harassment of employees during their employment.
If an employer fails to comply with this duty, it is said that they could face enforcement action from the Equality and Human Rights Commission (EHRC). It’s not entirely clear what such action will be, but it’s expected this could include investigations or litigation.
In addition, where an employee successfully brings a sexual harassment claim, and a Tribunal finds that the employer has breached its duty, it may order that the compensation payable by the employer is increased by up to 25%.
The Bill will make amendments to the Equality Act 2010 to provide that an employer will not be considered to have failed to take all reasonable steps to prevent harassment of an employee by another employee or by a third party solely because it does not seek to prevent the expression of opinion in conversations where:
The Bill is currently at the committee stage in the House of Lords. Assuming the Bill is passed, it would become law a year after it receives Royal Assent. Assuming the Bill is passed, it would become law a year after it receives Royal Assent.
It is expected that a statutory code of practice will be produced by the EHRC, which will provide important guidance for employers.
In the meantime, employers who wish to prepare for the changes should consider the following:
If you need advice on sexual harassment in the workplace or you have any other queries, please contact our Employment Law team today on: