An expert in recruitment has warned the hospitality and catering industry to prepare for new workplace sexual harassment legislation.
Kasia Krieger is the Business Manager of Pineapple Recruitment and a specialist in the industry. She has warned of the extension of the Worker Protection (Amendment of Equality Act 2010 Act) Act 2023 by the government.
Changes that will take effect on October 26th, give employers a new responsibility to stop sexual harassment at work. Employment tribunals may award an increase of up to 25 percent to the employee’s compensation for discrimination if they find that there was a failure to comply.
Ms Krieger states that the hospitality industry, especially third-party sexual harassment is particularly susceptible due to the high levels of customer interaction, alcohol consumption, and informal work environment.
She stated that “as of the 26th October, employers will be legally obligated to prevent sexual harassment at the workplace.” Prior to the new law, employers were only liable for harassment that was reported. However, the new law requires employers to take proactive measures to prevent harassment.
“The reintroduction protections against third party harassment is one of the most significant changes. Employers are held responsible for harassment of their employees by clients, customers or non-employees. This is especially important for workers in the hospitality and catering industries, who are often in contact with customers and the general public.
“Importantly these stronger laws introduce the requirement of structured channels for employees who wish to report harassment. They also hold employers accountable for failing to provide a safe work environment. It is important to review anti-harassment procedures and policies regularly, as well as proving that line managers have been trained. “A culture of openness, support and collaboration will be the key to success for months to come.”
Ms Krieger said that now it is critical that recruitment agencies, as well as hospitality and catering companies, screen candidates more rigourously to ensure they are meeting the anti-harassment standard, provide adequate training, and make sure that both parties know their legal responsibilities.
For more information, readers can contact the team at Pineapple Recruitment through www.pineapple-recruitment.co.uk.
The original version of this article Recruitment firms warn ahead of changes to sexual harassment laws appeared first on HR News.
