The Worker Protection (Amendment of Equality Act 2010) Act 2023, which will come into force on 26 October 2024, amends the Equality Act 2010 in two respects. It will introduce a new duty on employers to take reasonable steps to prevent sexual harassment of their employees, and give employment tribunals the power to uplift sexual harassment compensation by up to 25% where an employer is found to have breached this new duty.
With this in mind, this webinar discusses how you can use this change to the law to spark proactive change in your workplace culture
Speakers Matthew Cole, Partner at Prettys Solicitors, and Katie Allen, EDI & Leadership Consultant tackled questions such as:
- How to discuss the risk around this topic if a leadership team doesn’t believe there’s an issue
- How to connect this law change to key leadership issues such as talent acquisition and retention, brand reputation and regulatory compliance.
- Why updated policies are the start, not the end, of what your employees are looking for in terms of support.
Waddington Brown are working with Prettys and Katie Allen to provide a single point of support for organisations who know they need to proactively explore this topic.
We provide a risk assessment and action planning service that helps companies from both a compliance and cultural perspective:
- A guided business case for HR teams to present on the impact of this legislation
- Industry-based risk benchmarking
- Assessment of an organisation’s current policy, process, support and cases
And once this assessment work is done, Matthew and Katie will join your leadership team to debrief the findings. This usually takes around 2 hours and includes findings presented to your leadership team under legal privilege and facilitated action planning to agree key priorities.
Click the image below to watch the webinar and be inspired!
