What do the changes mean for your organisation?

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what is changing?

Starting October 26, 2024, the Worker Protection (Amendment of Equality Act 2010) Bill introduces a new duty requiring employers to take "reasonable steps" to prevent sexual harassment. For employers, these changes mean an increased responsibility to create and maintain a safe workplace. You will need to take immediate and ongoing action to prevent sexual harassment, not just respond to incidents. 

what do I need to do?

  1. Review and Update Policies: Regularly update your anti-harassment policies to reflect the new legal standards. Ensure these policies are easily accessible to all employees and prominently featured in onboarding processes.
  2. Provide Training: Implement ongoing training programs to educate employees about acceptable workplace behavior and the consequences of harassment. This should include specific training for managers on how to handle harassment complaints.
  3. Establish Clear Reporting Channels: Set up and communicate clear procedures for reporting sexual harassment. Ensure that these channels are safe, confidential, and allow for anonymous reporting.
  4. Foster an Inclusive Culture: Create a workplace culture that values diversity and inclusion. Engage leadership in setting the tone and leading by example, and involve all employees in these efforts.
  5. Monitor and Review: Continuously monitor the effectiveness of your policies and procedures. Conduct regular risk assessments, gather employee feedback, and be proactive in addressing any issues that arise.

how is Randstad helping?

At Randstad, we’re committed to creating a safe and inclusive workplace for all our employees, both permanent and temporary. In light of the upcoming legislation changes, we’re taking several proactive steps:

  • Respect at Work Framework

    We will reshare our Respect at Work framework, emphasising respect, dignity, and inclusion across all levels of the organisation.

  • Policy Updates

    We are ensuring all our relevant policies include clear anti-harassment procedures and reporting mechanisms.

  • Specialised Training

    We will provide specialised training for HR managers and senior leadership to better equip them in handling harassment cases.

  • Risk Assessments

    Updated risk assessments will be conducted to identify and mitigate potential risks in our workplaces.

  • Awareness Training

    All employees and temporary workers will undergo mandatory annual awareness training on sexual harassment, available as part of an e-learning module.

  • Client Collaboration

    We will work with clients to understand the risk assessments they have in place for their sites, compare them with our own where appropriate, and aim to create joint solutions where concerns are identified so that both companies can achieve a safe and inclusive working culture for everyone.