Safe-to-Hire™

The Worker Protection Act 2024 Becomes Law on 26th October 2024

Key things you need to know and do to be compliant

To ensure compliance with the Worker Protection Act 2024, employers need to take proactive and comprehensive steps to align their practices with the new legal requirements. Here are five key actions employers should take:

• Implement Robust Anti-Harassment Policies - Employers should review their current anti-harassment policies to ensure they meet the standards set by the Worker Protection Act 2024. This includes clear definitions of what constitutes harassment, detailed reporting procedures, and specific consequences for violations.
• Conduct Regular Training and Education - Implement regular training sessions on harassment prevention and the specific provisions of the Worker Protection Act 2024. This training should be mandatory for all employees, including managers and executives.
• Establish Clear Reporting and Investigation Procedures - Set up confidential and accessible reporting mechanisms for employees to report harassment. Ensure that employees are aware of these channels and feel safe using them without fear of retaliation.
• Monitor, Review, and Adapt Practices - Conduct regular audits of your workplace policies, training programs, and reporting mechanisms to ensure ongoing compliance with the Worker Protection Act 2024.
• Integrate Attitude Assessments in Recruitment - Use psychometric and attitude assessments during the recruitment process to screen out candidates who may pose a risk for workplace harassment or other counterproductive behaviors.

By taking these steps, employers can not only ensure compliance with the Worker Protection Act 2024 but also foster a safer, more respectful, and legally secure workplace.

Shocking statistics

The statistics around sexual harassment in the workplace are shocking:

According to a 2023 poll from the Trades Union Congress (TUC), 3 in 5 women have experienced harassment at work – rising to almost 2 in 3 women aged 25 to 34. Most of these cases were not isolated incidents with more than three in five (57%) women saying they've experienced three or more incidents of bullying at work.

Up to 29% of employees surveyed have reported being victim to sexual harassment in the workplace in the last 12 months, according to research from the Governments Equalities Office.

Recruitment and talent acquisition is often overlooked

As organisations gear up for the forthcoming Worker Protection Act 2024, much attention is understandably focused on policy adjustments, employee training, and compliance audits. However, one crucial area that is often overlooked in readiness preparations is recruitment methods and processes.

Recruitment is the first touchpoint between a potential employee and an organisation, setting the tone for the entire employment relationship. Ensuring that recruitment practices align with the new legislation is essential for compliance and fostering a culture of respect and fairness from the outset.

It's also the number one place to prevent sexual harassment - by not employing people with poor attitudes towards sexual harassment in the first place!