Worker protection act

WalkSafe and the Workers Protection Act

Why do you need WalkSafe Workers Protection Technology?

On the 26th October 2024 the Worker Protection Act coming into force, Employers now have a legal duty to take preventative measures to eradicate sexual harassment from the workplace. This landmark piece of legislation is designed to address this problem head-on and reshape how businesses across the UK approach sexual harassment.

As business leaders, we must view this new law not just as a regulatory requirement but as an opportunity to foster deeper cultural change within our organisations.

Our state of the art technology will ensure you have the tools to proactively create workplaces that not only meet the legal standards but set new benchmarks for inclusivity, respect, and accountability.

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If you would like to find out about how WalkSafe can support your business with compliance with the new law then please get in touch with our team

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Why do I need to comply with this legislation?

Why do you need WalkSafe Workers Protection Technology?

Why – Everyone deserves to feel safe at work

At least 40% of women experience sexual harassment during their careers, with even higher rates reported among people of colour, LGBTQ+ workers, and 68% of disabled women. These statistics underscore the urgent need for change.

The Worker Protection Act shifts the focus from responding to harassment to actively preventing it, challenging employers to rethink their approach.

What your business needs to know?

INCREASED SCOPE
The Act seeks to protect workers beyond just the office, extending responsibility to cover employees working remotely and attending work-related events. Importantly, the Act applies to ALL employees irrespective of the organisation’s size or the working environment.
EMPLOYER RESPONSIBILITY
The Act places a new responsibility on employers to take ‘reasonable steps’ to prevent sexual harassment. This shifts the focus from businesses merely reacting to complaints to proactively preventing harassment.
INCREASED PENALTIES
Employment tribunals will have the power to increase compensation awards by up to 25% if an employer is found to have breached this duty.
ENFORCEMENT ACTION
The Equalities and Human Rights Commission will have the power to take enforcement action, potentially leading to fines for non-compliant organisations.

Reasonable steps you can take as an employer –

Reviewing policies: ensuring that they are up-to-date and fit for purpose. This may require consultation with current employees or a review alongside other existing policies.
Improving internal communication: creating more avenues to detect harassment through informal one-to-ones, post-employment surveys, staff networks, and so on.
Training to embed positive behaviours, and raise awareness on harmful behaviours
Introducing an online reporting system that allows employees to make complaints either named or anonymously – with the latter helping to remove barriers to reporting such as trust, and fear.