According to legal sources, the MeToo movement’s high profile may have contributed to an increase of 7% in sexual harassment cases brought before employment tribunals this year.
Irwin Mitchell, a law firm, analysed all employment court decisions in England, Wales and Scotland, and found 125 cases during the first quarter of 2024. The number of cases is up from 117 at the same time last year.
This is a finding that comes before the new laws are implemented, which require companies to take “reasonable measures” to prevent sexual harassing.
is a new statutory obligation that will be implemented as part of the Worker Protection (Amendment of Equality Act 2010). Act 2023. It mandates employers to prevent sexual harassment in their workplaces, both from colleagues and third parties such as clients or customers.
Employers will be required to take “reasonable measures” to prevent sexual misconduct. Employers who are facing a sexual harassment claim may be entitled to an increase in compensation, unless they have taken enough steps to prevent it.
Jenny Arrowsmith is a partner in the employment department at Irwin Mitchell. She said, “Our analysis shows that the steady increase of employment tribunals relating to sexual harassment has several causes. For example, there is a growing awareness among workers that they don’t need to tolerate sexual harassment in the workplace. The MeToo campaign has played an important role, as well as media coverage of actions against large employers such McDonald’s, IKEA and individuals dismissed for inappropriate behavior.
She said that the increase in sexual harassment cases was not a true reflection of the issue: “The number is still low when compared with the actual number workers who are harassed.” A TUC survey from 2023 found that 2/3 of young women had experienced sexual harassment or verbal abuse in the workplace. Other studies also show that this problem is widespread, indicating that these numbers are only the tip of iceberg.
Employers are now required to take reasonable steps to eliminate any risks to their employees.
Arrowsmith stated: “They need to raise awareness through a well-communicated and clear policy. They should also conduct risk assessments and train all staff on acceptable and inappropriate behavior, as well as how to report sexual misconduct and what support they can expect if they do.
I believe that every business needs to act immediately, because no employer can afford complacency.
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