This series of Leading practice guides looks at how to create a working environment free from all forms of harassment and why HR and the organisations they represent need to prioritise this issue. In this final guide we explore what to consider when setting up procedures to respond to complaints of harassment and sexual harassment, including conducting investigations and supporting the victim.
This series of Leading practice guides looks at how to create a working environment free from all forms of harassment and why HR and the organisations they represent need to prioritise this issue. While many organisations already have an established procedure for employees to report harassment, harassment and sexual harassment is still underreported. In the third guide in this series, we look at the factors to consider when implementing reporting procedures that will inspire confidence in the organisation and encourage people to report incidents of harassment.
This series of Leading practice guides looks at how to create a working environment free from all forms of harassment and why HR and the organisations they represent need to prioritise this issue. In this second guide, we look at what steps employers should take to fulfil their duty to take reasonable steps to prevent sexual harassment.
This series of Leading practice guides looks at how to create a working environment free from all forms of harassment and why HR and the organisations they represent need to prioritise this issue. In this first guide we explore what harassment and sexual harassment is, employers' legal obligations around harassment, including the duty to take reasonable steps to prevent sexual harassment, and the critical nature of addressing this issue for HR and their organisations.
The first draft of the Employment Rights Bill was published on 10 October - just ahead of 100 days into the new Labour Government. We take an early look at how HR is reacting to the changes included in the Bill.