ICENA
Get ready for the new duty to prevent sexual harassment in the workplace
Naomi Butters
Co-founder & CEO ICENA Ltd
T e new duty to prevent sexual harassment in the work- place comes into eff ect from October 26 and is designed to create safer, more inclusive work environments. Implementing these changes can feel daunting, so let’s break down what the changes are, who they apply to, and how your business can prepare to meet the new requirements. T e key changes include:
■ Stronger anti-harassment policies: employers must have clear policies defi ning sexual harassment, outlin- ing how to report it, and detailing disciplinary actions.
■ Mandatory training: regular training for all employees, including managers, to help them recognise, prevent and address harassment.
■ Better reporting systems: confi dential and accessible ways for employees to report incidents without fear of retaliation.
■ Fair investigations: complaints must be investigated promptly, fairly and consistently.
■ Support for victims: employers should provide resources like counselling, legal advice and protections for those who report harassment.
Who do these changes apply to? Everyone. T ese changes apply to all employers, regardless of size or industry. Whether you run a small business or a large corporation, work in the public or voluntary sector, you are now legally obligated to implement these measures.
Are there any costs involved? T is new duty to prevent sexual harassment will be enforce- able by an employment tribunal if a harassment claim is up- held. T e tribunal can increase any compensation awarded by up to 25% if the employer has breached its duty to prevent harassment. T is increase could be signifi cant, considering the average sex discrimination award in 2022 was £37,607.
How can your business get ready for the changes? With the new regulations starting on October 26, businesses need to act now to ensure compliance. Here’s how your organisation can prepare: ■ Revise your policies: update your anti-harassment pol- icies to meet new standards, clearly defi ne harassment, and outline how to report and address complaints.
■ Invest in training: provide mandatory training for all staff , including consultants and volunteers, on prevent- ing, recognising and responding to harassment.
■ Enhance reporting and support: set up multiple reporting options, including anonymous ones, and off er support services like counselling and legal advice to help employees feel safe.
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■ Standardise investigations: develop a clear, fair process for handling complaints quickly and ensure your team is trained in conducting impartial investigations.
■ Support from HR and EDI teams: ensure your HR and Equality, Diversity, and Inclusion teams, whether internal or external, are equipped to off er support to victims of sexual harassment.
How can we help? Navigating these changes can be daunting, but you don’t have to do it alone. At ICENA, we specialise in sexual harass- ment training and workplace wellbeing. Our expert training and consultancy services are designed to guide you through every step of the compliance process. We off er: ■ Customised training programmes: tailored to your organisation’s needs, ensuring your team is equipped with the latest knowledge and skills to prevent harassment. We off er webinars, online or face-to-face training and eLearning programmes.
■ Policy review and development: we help you update or create policies that are not only compliant but also eff ective in promoting a respectful workplace culture.
■ Risk assessments and action plans: Our consultants work with you to identify gaps in your current practices and develop actionable steps to address them.
Don’t wait until sexual harassment becomes an issue.
Let ICENA help you create a safer, more inclusive workplace. Reach out to us today to learn more about our training and consultancy services.
Find out more by emailing
hello@icena.net or visit
www.icena.net
Naomi Butters, CEO (left) and Kat Hymas, Training and Development Manager
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