3 min read: ‘ARC ANGLE’: MARCH 2024
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So, it’s vital that we all commit to a zero-tolerance approach to sexual harassment and that employers are equipped to provide appropriate responses to those employees who disclose an incident.
Employers have a responsibility to protect all workers from sexual harassment. Incidents can come from colleagues, a manager, or a third party such as a client, customer, patient or member of the public.
There are several ways you can tackle sexual harassment in the workplace and stop it from happening.
Firstly, what is sexual harassment?
In the workplace harassment is a form of discrimination that can apply to multiple characteristics (including sex) and is defined as unwanted conduct that has the purpose or effect of violating a person’s dignity or creating a hostile, degrading, humiliating, or offensive environment.
In the workplace an employer’s duty to protect employees is created by the framework in the Equality Act 2010.
It’s important to note that the test for harassment is ’subjective’ and depends on how someone feels because of the unwanted conduct, e.g., what one person thinks wouldn’t amount to harassment could still amount to harassment for someone else.
Sexual harassment can be physical, verbal, or non-verbal.
Some examples include:
Sexual harassment can impact a victim in several ways:
Companies must commit to taking preventative action, if not, they could be legally responsible for any sexual harassment that occurs.
This action can include:
An employer may be able to successfully defend a civil claim for harassment if they can show they took ‘all reasonable steps’ to prevent the harassment.
Rogue employees who fail to follow employer guidance could still be criminally and civilly liable if they harass other employees.
Employers should handle any investigation into sexual harassment fairly.
Employers should also remove or reduce risks of sexual harassment to ensure their workplace is safe. They should offer support to anyone involved in a sexual harassment complaint and make it clear to all employees, or users of their services, that they will not tolerate sexual harassment.
It’s vital that employers ensure their policies are consistent in having zero tolerance for sexual harassment.
At Arc Legal, our Legal Assistance Helpline receives calls from employers seeking clarity on their rights and responsibilities to employees regarding sexual harassment.
Additionally, we have an Employee Handbook resource that can help you navigate employee rights.
For further details on our products and services, please contact your Partnerships Manager or email enquiries@arclegal.co.uk.
If you have been affected by any of the issues raised, you can seek further support from:
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