Sexual Harassment Law Has Changed: Is Your Business Ready?
Most small business owners want their workplace to be somewhere people feel comfortable, respected and safe. However, recent changes to employment law mean that employers now need to be able to show they are actively taking steps to prevent sexual harassment at work, rather than simply dealing with issues when they arise.
What’s Changed?
Since 26 October 2024, employers have had a legal duty to take reasonable steps to prevent sexual harassment in the workplace. This means employers are expected to think ahead about potential risks and put measures in place to reduce the chances of problems occurring.
This applies to all employers, regardless of size, and can include inappropriate behaviour from employees, managers, customers, clients, contractors or volunteers.
What Does This Mean for Small Businesses?
The good news is that the law doesn’t expect every business to do exactly the same thing.
A five-person office won’t be expected to have the same systems and resources as a large national organisation. However, all employers should be able to demonstrate that they have considered the risks and taken sensible steps to protect their staff.
In practice, this might include:
1. Having an up to date bullying and harassment policy
2. Making sure staff know what behaviour is unacceptable
3. Training managers on how to handle concerns
4. Encouraging employees to speak up if something doesn’t feel right
5. Taking complaints seriously and dealing with them promptly
Why Should Employers Take Notice?
Aside from the legal requirements, creating a respectful workplace simply makes good business sense. Employees who feel safe and supported are more likely to be engaged, productive and committed to your organisation. By contrast, workplace problems that go unaddressed can lead to grievances, resignations, tribunal claims and damage to your reputation.
Where an employee successfully brings a sexual harassment claim, an employer’s compensation liability can be increased if they have failed to take reasonable preventative steps. The Equality and Human Rights Commission (EHRC) can also take enforcement action where employers are not meeting their obligations.
How HR4 Business Can Help
Many business owners are asking the same question:
“How do I know if we’re doing enough?”
That’s where we can help.
At HR4 Business, we work with employers to put practical, proportionate measures in place that suit their business and workforce.
Our support includes:
✅ Reviewing and updating workplace policies
✅ Providing manager and employee training
✅ Assessing workplace risks and identifying potential gaps
✅ Supporting businesses with investigations and complaints
✅ Helping to create a positive workplace culture where concerns can be raised confidently
Most importantly, we translate legal requirements into straightforward, practical actions that business owners can actually implement.
Don’t Wait Until There’s a Problem
The new duty is about prevention rather than reaction. Taking a few simple steps now can help protect your employees, strengthen your workplace culture and reduce the risk of future issues.
If you’re unsure whether your policies, training or procedures are up to date, HR4 Business can help you review your current arrangements and put the right measures in place.
Get in touch with HR4 Business today for a friendly, no-obligation discussion about how we can help your business create a safe, respectful and compliant workplace.