With the recent strengthening of legal protections against workplace sexual harassment by the UK government, employers are now held more accountable than ever before, and employers who use Employer of Record (EOR) services must take particular considerations into account.
New Legal Landscape
Under the Worker Protection (Amendment of Equality Act 2010) Bill, employers now have a proactive duty to take all reasonable steps to prevent sexual harassment in the workplace. This entails developing a culture of safety and respect rather than merely responding to grievances.
Implications for Employers
This legislation represents a paradigm shift in the way that employers located in the UK must approach the prevention of harassment. They must put strong policies into place, offer thorough training, and set up transparent reporting procedures. Failing to do so may have legal ramifications, such as higher tribunal awards.
EORs and the New Legislation
This legislation also has important ramifications for businesses that use EORs to hire and manage workers in the UK. The business using the global EOR’s services is still accountable for maintaining a harassment-free and safe work environment, even though they are the employer on file.
This means companies need to:
- Partner with EORs that Prioritise Compliance: Choose EORs that have robust policies and procedures in place to prevent and address sexual harassment.
- Conduct Due Diligence: Ensure the global EOR’s practices align with the new UK legislation and that they have a proven track record of compliance.
- Collaborate on Prevention: Work with the EOR to develop and implement comprehensive training and awareness programmes for employees.
- Establish Clear Reporting Channels: Ensure a transparent reporting system is in place for employees to raise concerns safely and confidentially.
- Monitor and Review: Regularly review the EOR’s compliance efforts and address any potential issues promptly.
The Way Forward
The protection of employees from sexual harassment has advanced significantly with the implementation of these new rules. Through proactive measures and collaboration with compliant EORs, businesses can establish a work environment that is safer, more inclusive, and ultimately more productive for all employees.
Key Takeaways:
- UK’s new legislation places a proactive duty on employers to prevent sexual harassment.
- Companies using EORs must ensure their partners prioritise compliance and have robust policies in place.
- Collaboration between companies and EORs is crucial for effective prevention and response.
- Implementing these measures fosters a safer, more inclusive workplace for everyone.
If you’re considering expanding your team in the UK, understanding these legal changes and their implications for EOR partnerships is crucial. Understanding the nuances of global talent acquisition can help organizations navigate the complexities of international employment laws and enhance their global hiring practices. One way to make sure your business is not only compliant with the law but also a leader in fostering an inclusive and respectful work environment is to put compliance first and collaborate effectively across the various team members, and departments and your EOR partner.
