TRAINING - Understanding the Worker Protection (Amendment of Equality Act 2010) Act 2023 script template
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Supporting information
Our Understanding the Worker Protection (Amendment of Equality Act 2010) Act 2023 training session script template equips trainers with a framework to run a course to help managers and supervisors understand new sexual harassment protection rules.
TRAINING - Understanding the Worker Protection (Amendment of Equality Act 2010) Act 2023 script
Duration: 1 hour
Objective: To ensure participants understand the key changes under the Worker Protection (Amendment of Equality Act 2010) Act 2023 and know how to apply them effectively to prevent and address harassment in the workplace.
Materials Needed: Presentation slides, case study handouts, workplace policy documents, Q&A session with hypothetical scenarios.
1. Introduction and Objectives (5 minutes)
“Good [morning/afternoon]! Thank you all for joining this session. Today, we will be focusing on the Worker Protection (Amendment of Equality Act 2010) Act 2023. This amendment introduces new employer duties to prevent third-party harassment and ensures that organisations provide a workplace where everyone feels safe and respected.”
Objectives:
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Understand the key amendments to the Equality Act 2010.
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Learn how these changes affect your role as managers and supervisors.
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Identify practical steps to reduce and address workplace harassment.
2. Background: The Worker Protection Act 2023 (10 minutes)
“To give you a bit of background, the Worker Protection (Amendment of Equality Act 2010) Act 2023 came about due to growing concerns about workplace harassment, including harassment by third parties, such as customers or clients. This amendment strengthens the responsibility employers have in preventing harassment and protecting workers.”
Key Amendments:
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Employers are now required to take all reasonable steps to prevent harassment of employees by third
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What is this for?
The training session script template for Understanding the Worker Protection (Amendment of Equality Act 2010) Act 2023 aims to equip trainers with a structured approach to convey the key changes introduced by this legislation.
It provides guidance on how to effectively communicate the implications for workplace policies, ensuring that employees understand their rights and the responsibilities of employers in fostering a more equitable working environment.
By utilising this template, trainers can facilitate engaging discussions, encourage questions, and ensure that all participants are aware of the enhanced protections for workers. The template supports a comprehensive understanding of the Act, promoting compliance and a culture of respect and inclusion within the organisation.
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Employment law compliance
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Equality Act 2010: Prohibits harassment related to protected characteristics (e.g., age, gender, race), requiring employers to prevent and address harassment in the workplace.
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Health and Safety at Work Act 1974: Mandates that employers provide a safe working environment, including measures to prevent harassment or violence in the workplace.
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Management of Health and Safety at Work Regulations 1999: Requires employers to assess workplace risks, including those related to harassment and bullying, and implement appropriate preventative measures.
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Protection from Harassment Act 1997: Protects employees from harassment that may cause distress or alarm, with implications for workplace harassment policies.
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Best Practice: Regular Training and Awareness Programs: Employers should provide regular anti-harassment and safety training to educate employees on appropriate workplace conduct and reporting procedures.
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The Worker Protection (Amendment of Equality Act 2010) Act 2023 introduces important changes aimed at strengthening protections against harassment in the workplace. Key aspects include:
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Employer Duty to Prevent Third-Party Harassment: Employers must now take all reasonable steps to prevent harassment of employees by third parties, such as customers, clients, or suppliers.
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Proactive Anti-Harassment Duty: Employers are required to proactively prevent workplace harassment rather than solely reacting to reported incidents. This is intended to create a safer work environment by promoting preventive measures.
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Financial Penalties for Non-Compliance: The amendment allows tribunals to award up to 25% more compensation if employers are found not to have taken adequate steps to prevent harassment.
This legislation strengthens employer responsibilities under the Equality Act 2010 by expanding obligations to include protection from third-party harassment, requiring proactive prevention measures, and increasing penalties for non-compliance.
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