HR software and eLearning content provider Ciphr has relaunched its ‘sexual harassment training course’, ahead of the introduction of the Worker Protection (Amendment of Equality Act 2010) Act 2023, which comes into force this weekend (on 26 October).
The new legislation puts a positive legal onus on organisations to take ‘reasonable steps’ to prevent sexual harassment of their employees and workers. To ensure compliance, every employer in the UK needs to demonstrate that they have taken (and will continue to take) practical, proactive and preventative action to create a harassment-free workplace.
Ciphr's eLearning content is powered by Marshalls, which became part of the company in 2023. Its newly updated sexual harassment training is designed to complement and draw attention to organisations’ anti-sexual harassment policies, and their procedures for reporting and dealing with harassment complaints. The training covers the latest legislation and equips staff with a thorough understanding, with situational examples, about what constitutes sexual harassment, how to recognise and report it – as a victim or witness, and how to get support or take action to prevent this unlawful behaviour in the workplace.
To help steer employers, the Equality and Human Rights Commission (EHRC) recently released new technical guidance on harassment and sexual harassment at work. This includes an Employer 8-step guide that outlines some of the key measures that organisations need to have in place, if they haven’t already.
Some of these steps include maintaining up-to-date sexual harassment risk assessments, reviewing and communicating anti-sexual harassment policies, enabling confidential reporting, and implementing robust complaints and investigation procedures. The EHRC also advises employers to ensure that their employees receive regular, meaningful training on the three types of harassment, including, specifically, sexual harassment, and victimisation, to help prevent it from happening.
Employers that don’t provide their workforce with dedicated training on this, or haven’t updated their training for some time, are unlikely to be able to show that they have taken ‘reasonable steps’ to prevent sexual harassment occurring ‘in the course of employment’. Aside from the ethical imperative to comply, organisations found to breach this new legal duty could potentially face enforcement action and fines from the EHRC, as well as a 25% statutory uplift to compensation awarded in sexual harassment claims at employment tribunals. Reputational damage could also prove costly.
Ann Allcock, head of diversity at Ciphr eLearning (formerly known as Marshalls), says: “Employers must take note of the new legislation on sexual harassment. It introduces a requirement for all employers, without exception, to consciously take best practice steps to reduce the risk of sexual harassment occurring in the first place, as well as strengthen their procedures for reporting and handling complaints to safeguard and support employees.
“Organisations with front-line and customer-facing staff also need to consider situations in which employees could be at risk of sexual harassment from third parties and act, where needed, to minimise that risk.
“The sexual harassment law is an important step towards stamping out sexual harassment at work. The time for tolerating such behaviours is long over, and it’s vital that employers focus their efforts on fostering a speak-up workplace culture that understands, respects, and values each employee.”
Allcock adds: “Ciphr’s sexual harassment eLearning course provides a convenient and sustainable solution to help employers take one of the ‘reasonable steps’ required by the Worker Protection Act. In other words, to train employees on the nature of sexual harassment and their rights and responsibilities at work. It combines information with instruction and interactivity and is also lightly customisable – enabling organisations to add details about their own policies, procedures, reporting channels and sources of support. Thousands of employees across the UK have already completed this training.”
For more information about Ciphr’s sexual harassment training, and to sign up for a free trial, visit: https://www.ciphr.com/elearning-courses/sexual-harassment.
For employers looking for more bespoke training, Ciphr eLearning, powered by Marshalls, also offers facilitated workshops exploring how allyship, active bystander interventions, and inclusive leadership and management can help prevent harassment and sexual harassment.
Ciphr is the go-to HR software and solutions partner for medium and large organisations in the UK. Its integrated HR, payroll, learning and recruitment software, services and content provide invaluable insights to HR teams to inform their people strategy and grow and develop their organisations. Based in Reading, Ciphr is on a mission to amplify the voice and value of HR through intelligent people data solutions that help HR be heard – in the boardroom and across the business.
For more information, please visit www.ciphr.com.
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Media enquiries:
Emma-Louise Jones, digital PR manager at Ciphr
e: ejones@ciphr.com
Chris Boddice, chief marketing officer at Ciphr
e: cboddice@ciphr.com
Website: www.ciphr.com
LinkedIn: www.linkedin.com/company/ciphr
Notes:
Ciphr is the go-to HR software and solutions partner for medium and large organisations in the UK. Its integrated HR, payroll, learning and recruitment software, services and content provide invaluable insights to HR teams to inform their people strategy and grow and develop their organisations. Ciphr is on a mission to amplify the voice and value of HR through intelligent people data solutions that help HR be heard – in the boardroom and across the business.
The Ciphr Group is a privately held company backed by ECI Partners and headquartered in Reading. Over 200 employees work across the group, which includes Ciphr and Shape Payroll.
Ciphr spokespeople are available to provide expert media comment on a broad range of topics, including HR strategy, people management, employee experience and wellbeing, diversity, equity, and inclusion (DE&I), payroll, pay and rewards, learning and development, the future of work, tech trends, business and leadership, marketing, and more.
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