Sexual harassment: the proactive duty to prevent

Practical guidance on an employer’s responsibilities to protect their workers from sexual harassment. Why employers should prioritise prevention over redress.  Plus guidance on disclosure of any action taken when harassment has occurred.

An employer will be liable for harassment or victimisation committed by its workers unless they can show that they took all reasonable steps to prevent such behaviour.

This interactive workshop will focus on five key areas:

• Understanding the definition of “sexual harassment”;
• What is “unwanted behaviour” and when is it “reasonable” to regard conduct as having that effect;
• A proactive approach: prioritising ‘prevention’ over ‘redress’ with practical suggestions for steps to take;
• EHRC technical guidance on disclosure of any action taken, anonymous reporting, historic complaints and requests that no action is taken; and
• Recent developments in relation to reform of the law in this area.