With the Worker Protection (Amendment of Equality Act 2010) Act 2023 now in effect (since October 2024), UK employers are required to take “reasonable steps” to prevent sexual harassment in the workplace. However, a recent survey highlights that over half (53%) of organisations lack a standalone sexual harassment policy, leaving a significant portion of the UK workforce at risk in environments where protection measures fall short.
A survey of over 300 HR and compliance professionals paints a concerning picture of widespread unpreparedness among UK companies. Despite new legal obligations, many employers are lagging behind in implementing effective harassment prevention frameworks. Most respondents (51%) are not confident that their organisation has effective measures to prevent sexual harassment. Only 5% of respondents are “completely confident” in their organisation’s existing measures, indicating a significant gap between regulatory requirements and actual practices on the ground.
“Today’s workplaces face an unprecedented level of scrutiny when it comes to protecting employees from sexual harassment, and our findings show that many employers are unprepared for this new era of accountability,” says Nick Henderson-Mayo, Director of Learning and Content at VinciWorks. “Particularly with the new Employment Rights Bill strengthening protections against sexual harassment at work, business and HR leaders must take decisive, uncompromising action to establish a zero-tolerance stance on harassment, backed by clear policies and impactful training if they want to remain compliant.”
Henderson-Mayo added, “Employers who fail to address sexual harassment are not only failing their employees but are also exposing their organisations to serious legal risks.”
This urgent need for robust anti-harassment policies extends beyond compliance. With the Employment Rights Bill on the horizon, which will expand requirements to include “all reasonable steps” and reintroduce protections against third-party harassment, organisations will face increasing pressure to go beyond mere policy. They must embrace a proactive approach that builds a culture of respect, accountability, and support.
The survey also reveals a critical oversight in addressing third-party harassment. More than half (62%) of respondents either did not know whether their organisation’s measures covered third-party harassment or confirmed that it was not included in their current policies. This gap is particularly concerning as companies will soon face heightened liability if they fail to protect employees from harassment by customers, clients, or other external parties.
In response to these findings, VinciWorks is calling on HR and business leaders to act swiftly to bring their organisations into compliance with the Worker Protection Act. VinciWorks offers a suite of tools, including policy templates, risk assessments, and comprehensive training programmes, to equip employers with the resources needed to meet their obligations under the new law.
*Conducted by VinciWorks – 321 HR and compliance professionals were polled on the Worker Protection Act 2023 and preventing sexual harassment.
