New Duty on Employers to Prevent Sexual Harassment

The shocking allegations against Mohamed Al Fayed, accused of sexual assault and abusive behaviour, show how powerful figures can exploit their influence to harm employees.

Such cases reveal the systemic failure of organisation to prevent sexual misconduct and adequately support victims. This has severe implications for workplace equality, as employees—particularly women and those in vulnerable roles—face heightened risks of harassment when protections and accountability are lacking.

The Mohanmed Al Fayed case highlights the urgent need for reform. Managers must be held accountable for prioritising the reputations of companies and powerful individuals over staff safety and well-being. However, reform is on its way with new employment legislation – the Worker Protection Act 2023 (Amendment of the Equality Act 2012 – which will be coming into force on 27 October 2024, with duties changing for employers in relation to their staff.

The new legislation marks a significant shift in the legal landscape regarding sexual harassment in the workplace, requiring employers to take reasonable steps to prevent employees from experiencing sexual harassment. Employment tribunals will have the authority to increase compensation for sexual harassment by up to 25% if an employer is found to have breached their duty.

LimeCulture believe this new duty provides a fantastic opportunity for organisations to drive safer cultures within their workplaces – where expectations of behaviours are clear, inappropriate behaviours, misogynistic attitudes, harassment and abuse are not tolerated, and responses are swift, fair, and embedded in an understanding of trauma – allowing the organisation and all the individuals working within it to thrive.

This new legislation means it is more critical than ever for organisations to take steps to ensure a healthy and safer cultures in their workplaces, and give employees the confidence to come forward, in the knowledge they will be heard, supported and their concerns acted upon appropriately.

Through our specialist consultancy and training services, LimeCulture can design a bespoke package of support to build and embed safer cultures in your workplace, prioritising the protection and wellbeing of your employees, volunteers and customers, and deliver a step change in how your organisation responds to sexual harassment, harm and abuse.

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