Employers who fail to meet the new duty to prevent sexual harassment face serious financial and reputational risks. If an employee wins a sexual harassment claim in the Employment Tribunal and the employer is found to have failed to take reasonable steps to prevent it, any award may be uplifted by 25%. With no cap on awards for sexual harassment, this uplift can be particularly damaging.
Additionally, the Equality and Human Rights Commission (EHRC) can investigate businesses and enforce compliance, adding further pressure on employers.
The hospitality and leisure industry, with its high customer interaction and environments like bars, pubs, and night shifts, is especially at risk of such claims.
Employers may also be held responsible for sexual harassment committed by employees "in the course of employment," which can extend to incidents outside regular work hours, such as after-work social events or parties.
While an employee cannot bring a standalone claim for third-party harassment in the Employment Tribunal, employers are still obligated to prevent sexual harassment by third parties, including customers.
The steps an employer takes to prevent harassment must be reasonable based on factors such as the employer's size, resources, sector, and likelihood of contact with third parties. Harassment from third parties is particularly challenging in the hospitality and leisure industries due to the customer-facing nature of the work.
The increased obligations come at a time when high-profile allegations of sexual misconduct are being made, including against former employees of Mohammed Al Fayed, highlighting the ongoing risks.
The EHRC has identified power imbalances, especially when employees feel intimidated by influential clients or senior workers, as a key factor in increased sexual harassment risks.
These cases underscore the importance of creating a safe and supportive work environment where employees feel empowered to report misconduct.