Prevention and Reduction of Workplace Sexual Harassment Risk Assessment form template
Value bundles that include this:
Our Prevention and Reduction of Workplace Sexual Harassment Risk Assessment Form template assists in identifying and mitigating risks, ensuring a safer and respectful work environment.
Use in conjunction with anti-harassment policies and employee training programs.
Why this form is necessary
The Prevention and Reduction of Workplace Sexual Harassment Risk Assessment form is designed to identify and mitigate potential risks related to sexual harassment in the workplace. This form helps organisations evaluate current policies, practices, and workplace culture to uncover areas needing improvement or intervention.
By systematically assessing these risks, employers can implement targeted strategies to create a safer, more inclusive work environment. This form supports compliance with legal requirements and demonstrates a commitment to protecting employees' wellbeing, ultimately fostering a respectful and productive workplace.
Compliance notes
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Equality Act 2010: Prohibits sexual harassment in the workplace, defining it as unwanted conduct of a sexual nature that violates an individual's dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment.
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Health and Safety at Work Act 1974: Requires employers to ensure the health, safety, and welfare of their employees, which includes taking steps to prevent and address sexual harassment.
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Employment Rights Act 1996: Ensures fair treatment of employees, including the right to work in a safe and respectful environment free from harassment.
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Acas Guidance on Sexual Harassment: Offers practical advice on preventing and dealing with sexual harassment at work, promoting a proactive approach to creating a safe workplace.
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Best Practice: Comprehensive Training and Clear Reporting Procedures: Implement regular training on recognising and preventing sexual harassment and establish clear, accessible reporting procedures for employees to raise concerns confidentially.
In 2024, new UK legislation mandates that employers take "reasonable steps" to prevent sexual harassment in the workplace. This change, part of the Worker Protection (Amendment of Equality Act 2010) Act, is set to take effect in October 2024. This new duty requires employers to proactively prevent sexual harassment, differing from the previous requirement where employers had to show they had taken "all reasonable steps" only as a defence in claims.
Key points of the new law include:
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New Duty: Employers must take reasonable steps to prevent sexual harassment at work.
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Enforcement: Employment tribunals can increase compensation by up to 25% if an employer is found in breach of this duty.
Employers are advised to:
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Implement comprehensive reporting mechanisms for harassment.
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Update and disseminate clear anti-harassment policies.
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Conduct regular, meaningful training on harassment prevention.
Specifications
10 mins
605 words, 2 pages A4
23 July 2024
Prevention and Reduction of Workplace Sexual Harassment Risk Assessment
Organisation Name:
Date:
Risk Assessment Team:
Hazard Assessment Form
Completion notes
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Hazard: Identify potential issues or risks.
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Likelihood: Evaluate the probability of the hazard occurring.
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Consequence if No Action: Assess the impact if the hazard is not addressed.
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Findings: Summarize the current status and observations related to the hazard.
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Assessed Risk: Rate the overall risk based on findings, likelihood, and consequences.
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Mitigation: Suggest actions to reduce or eliminate the risk.
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Action Items: Detail specific steps to implement the mitigation.
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Status: Track the progress (Pending, In Progress, Completed).
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Follow-Up Date: Schedule a review date to ensure mitigation actions are effective.
Risk Scoring System
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Likelihood: High, Medium, Low
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Consequence: Severe, Moderate, Minor
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Assessed Risk: Combination of Likelihood and Consequence (e.g., High-High = High)
| Hazard | Likelihood | Consequence if No Action | Findings | Assessed Risk | Mitigation | Action Items | Status | Follow-Up Date |
| Unclear company policy on sexual harassment | High | Med | Low | Employees may not know what constitutes sexual harassment or how to report it | The company policy on sexual harassment is [clear and easy | unclear and difficult] to understand. | High | Med | Low | Create and distribute a clear and concise company policy on sexual harassment. | Provide training on sexual harassment to all employees. | Pending | Complete | Outstanding | [Date] |
| Lack of training on sexual harassment | High | Med | Low | Employees may not be aware of the signs of sexual harassment or how to respond to it | There is [no] training on sexual harassment provided to employees. | High | Med | Low | Provide training on sexual harassment to all employees. | Schedule regular training sessions. | Pending | Complete | Outstanding | [Date] |
| Power imbalances between employees | High | Med | Low | Employees with more power may be more likely to harass employees with less power | There are [no] power imbalances between employees in the workplace. | High | Med | Low | Create a workplace culture where everyone is treated with respect, regardless of their position. | Implement regular team-building activities. | Pending | Complete | Outstanding | [Date] |
| Tolerance of sexual harassment | High | Med | Low | Employees may be more likely to engage in sexual harassment if they believe that it is tolerated by their employer | There is [a | no] tolerance of sexual harassment in the workplace. | High | Med | Low | Make it clear to employees that sexual harassment will not be tolerated. | Enforce a zero-tolerance policy with clear consequences. | Pending | Complete | Outstanding | [Date] |
| Lack of reporting mechanisms | High | Med | Low | Employees may not report sexual harassment if they do not know how to do so or if they do not believe that their report will be taken seriously | There is [a | no] confidential reporting mechanism for employees to report sexual harassment. | High | Med | Low | Create a confidential reporting mechanism for employees to report sexual harassment. | Establish an anonymous reporting system. | Pending | Complete | Outstanding | [Date] |
| Retaliation against employees who report sexual harassment | High | Med | Low | Employees may be less likely to report sexual harassment if they fear retaliation | There is [a | no] history of retaliation against employees who report sexual harassment. | High | Med | Low | Make it clear to employees that retaliation against those who report sexual harassment will not be tolerated. | Implement strict anti-retaliation policies and procedures. | Pending | Complete | Outstanding | [Date] |
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