Back to work, here he goes again.
Olivia Broderick
Executive PA @ stopsexualmisconduct.co.uk | Stop Sexual Misconduct
Happy new year to all you good hard-working folks and by now we should all be nestling down to our working chores. The Christmas spirit has now passed, and we need to be thinking of the events that we all face in the coming year.
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Yes, here I do go again as I’m sure all you director’s and HR guru’s by now are fully aware of the Worker Protection Act (Amendment of the Equality Act 2010) Act 2023 comes into force this year. Nonetheless may I take two minutes out of your working day to remind all of you responsible leaders of section 172 Companies Act 2006.
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Section 172 of the Companies Act 2006 concerns the duties of a company director and requires him to “act in the way he considers in good faith would be most likely to promote the success of the company for the benefit of its members as a whole and in doing so, have regard (amongst other matters) to . . .” a range of considerations expressly including “the interests of the company’s employees”.
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Employers have a preventative duty and must take reasonable steps to Stop Sexual Harassment, meaning correct up to date Policies and Procedures and Recognised Accredited Awareness Training.
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It is not my intention to go over our past posts , you can look at them as your leisure, but don’t say we didn’t warn you, if you don’t believe me take a look at our law page https://stopsexualmisconduct.co.uk/the-law
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Holistic approach. ?
Action on sexual harassment needs to be taken in a holistic way; small changes based on compliance and liability-avoidance are not enough. This is well demonstrated through the lens of violence prevention frameworks.
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Our own Technical Guidance Policy (which goes well beyond the statutory code of practice requirements) provides guidance on how to can go beyond your statutory obligations.
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As the UK’s number 1 specialist provider with 5-star reviews, (endorsed by the Right Honourable Baroness Burt of Solihull - Architect of the Worker Protection Bill) in promoting the safety and wellbeing of your workforce and together, we can stamp out sexual harassment, so everyone feels safe and able to thrive in the workplace.
Albeit it is now law, to prevent future incidents that may give rise to serious reputational damage and significant losses, organisations should work with specialist experts who deal solely with sexual harassment to review their Policies and Procedures along with recognised accredited awareness training, after all prevention is better than cure.
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Stephen Cooper
Managing Director
Disclaimer
This information is for educational purposes only and does not constitute legal advice. It is recommended that specific professional advice is sought before acting on any of the information given. ? stopsexualmisconduct.co.uk 2023/2024.
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