![[UK] Harassment and Sexual Harassment at Work: Technical Guidance for Employers](http://gpa.net/cdn/shop/articles/bigstock-Boss-Molesting-His-Female-Secr-271750879_1200x.jpg?v=1579363887)
The Equality and Human Rights Commission (EHRC) has issued guidance on sexual harassment and other forms of harassment that employers should be aware of. The guidance is not just for employers but also workers and representatives to help them understand and appreciate the extent and impact of harassment in the workplace.
Under the Equality Act 2010, employers have a duty of care to protect their workers and will be legally liable for harassment in the workplace if they have not taken reasonable steps to prevent it. The guidance offers a legal explanation and practical examples of how to tackle and respond effectively to harassment, including:
- The definition and examples of harassment and victimisation
- The effect of harassment in the workplace
- The responsibilities as an employer and
- How to prevent and respond to harassment
Global Payroll Association Comment
We are pointing this guidance out as not all employers realise their obligations under the 2010 Act which applies in Great Britain. As the EHRC highlight, employers are responsible for ensuring that workers do not face harassment in their workplace.
It makes reference to their 2018 publication “Turning the tables” which shares evidence about sexual harassment in the workplace and was gathered from individuals and employers. This should be read alongside “Preventing sexual harassment at work: a guide for employers”. This guidance offers more information on how the law works and detailed guidance on the steps that employers should take to prevent and respond to harassment at work.
The Advisory, Conciliation and Arbitration Service (ACAS) offers the following guidance for employers on the important subjects of harassment and sexual harassment:
The Equality and Human Rights Commission (EHRC) has issued guidance on sexual harassment and other forms of harassment that employers should be aware of. The guidance is not just for employers but also workers and representatives to help them understand and appreciate the extent and impact of harassment in the workplace.
Under the Equality Act 2010, employers have a duty of care to protect their workers and will be legally liable for harassment in the workplace if they have not taken reasonable steps to prevent it. The guidance offers a legal explanation and practical examples of how to tackle and respond effectively to harassment, including:
- The definition and examples of harassment and victimisation
- The effect of harassment in the workplace
- The responsibilities as an employer and
- How to prevent and respond to harassment
Global Payroll Association Comment
We are pointing this guidance out as not all employers realise their obligations under the 2010 Act which applies in Great Britain. As the EHRC highlight, employers are responsible for ensuring that workers do not face harassment in their workplace.
It makes reference to their 2018 publication “Turning the tables” which shares evidence about sexual harassment in the workplace and was gathered from individuals and employers. This should be read alongside “Preventing sexual harassment at work: a guide for employers”. This guidance offers more information on how the law works and detailed guidance on the steps that employers should take to prevent and respond to harassment at work.
The Advisory, Conciliation and Arbitration Service (ACAS) offers the following guidance for employers on the important subjects of harassment and sexual harassment: