The Worker Protection Act 2023

The Worker Protection Act 2023 is due to come into effect in October 2024. This act means that employers have a duty to take reasonable steps to prevent sexual harassment of their employees. 

Tribunals will be given the power to uplift compensation for sexual harassment by up to 25% if an employer is found to have failed this duty. 

The new duty can be enforced by the Equality and Human Rights Commission (EHRC) whose powers include, investigating suspected harassment entering into a binding agreement with the employer to take action and assisting individuals with legal proceedings. 

The new act has a focus on preventative measures that employers need to take into consideration. It encourages business owners to look at their work environment, culture and policies to ensure that their employees remain safe while they are at work.

Where this will have a positive impact on workplaces, employers need to be aware of the limitations that may leave some of their employees unprotected (by the legislation). 

This act doesn’t apply to employee interactions with third parties, which can be customers or business clients. Meaning that employers will not be responsible under the act for preventing.

This does raise the issue of many customer-facing employees being on zero-hour contracts, which may leave your employees feeling vulnerable and fearing losing their jobs if they report harassment. 

The Worker Protection Act ensures that employers implement measures that prevent harassment. 

When the act comes into force in October 2024, Employers must start the process now to ensure their employees are protected.

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