Businesses in the hospitality and catering industries are being urged to prepare for significant changes to workplace sexual harassment laws, set to come into force later this month. The warning comes from recruitment expert Kasia Krieger, Business Manager at Pineapple Recruitment, as employers face new legal responsibilities under the Worker Protection (Amendment of Equality Act 2010) Act 2023.
The amendments, effective from 26 October 2024, will impose stricter obligations on employers to prevent sexual harassment within their workplaces. Failure to comply with these new regulations could see employment tribunals awarding up to a 25% increase in compensation to victims of workplace discrimination where an employer has breached their duty.
Krieger emphasised that the hospitality and catering sectors are particularly vulnerable to incidents of sexual harassment, especially third-party harassment. This risk is amplified by the high level of customer interaction, the consumption of alcohol in many venues, and the often informal nature of these work environments.
Speaking about the forthcoming changes, Krieger stated: “From 26 October, all employers will have a legal duty to actively prevent sexual harassment in the workplace. Previously, liability was focused on employers’ failure to act after incidents were reported, but now the legislation shifts responsibility towards prevention. Employers must take proactive steps to stop harassment before it happens, with a clear emphasis on creating safe and respectful workplaces.”
One of the most notable aspects of the updated legislation is the reintroduction of protections against third-party harassment, which means that employers will be held accountable if their employees experience harassment from customers, clients, or other non-employees. Krieger pointed out that this change is particularly relevant for the hospitality and catering sectors, where workers regularly engage with the public.
In addition, the new laws will require employers to set up structured channels for employees to report harassment and make employers liable if they fail to ensure a safe work environment. “It’s not enough just to have policies in place,” Krieger explained. “Employers will need to regularly review and update their anti-harassment measures, including ensuring that line managers receive appropriate training. A culture of openness, support, and accountability will be essential to comply with the new regulations and protect workers.”
Krieger also advised hospitality businesses and recruitment firms to screen candidates more thoroughly and ensure that all staff are aware of their legal responsibilities. Providing comprehensive training on anti-harassment policies will also be key in fostering safer work environments.
The impending legal changes come at a crucial time for an industry that has faced ongoing challenges, including staff shortages and changing customer behaviours. As the deadline for compliance approaches, employers across the sector are being urged to review their current practices and ensure they are prepared for the new requirements.
For more details on the changes and how businesses can ensure compliance, employers are encouraged to contact Pineapple Recruitment through their website.
