Preventing Sexual Harassment in the Workplace Risk Assessment form template
Value bundles that include this:
Our Preventing Sexual Harassment in the Workplace 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 Preventing Sexual Harassment in the Workplace 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.
Workflow sequence
Prevention and Reduction of Workplace Sexual Harassment policy
Our Prevention and Reduction of Workplace Sexual Harassment policy ensures a respectful, secure work environment by defining unacceptable behaviours and the actions to address them.
TRAINING - Understanding the Worker Protection (Amendment of Equality Act 2010) Act 2023 script
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.
Specifications
5 mins
493 words, 2 pages A4
28 October 2024
Preventing Sexual Harassment in the Workplace Risk Assessment
Assessment Date: [Insert Date]
Review Date: [Insert Date]
Assessor(s): [Insert Name(s)]
Department/Location: [Insert Department/Location]
1. Objective of the Assessment
To identify potential risks related to sexual harassment in the workplace and implement measures to prevent incidents, ensuring compliance with the Worker Protection (Amendment of Equality Act 2010) Act 2023.
2. Risk Identification
| Hazard | Who Might Be Harmed | Potential Impact | Current Control Measures | Risk Level (Low/Medium/High) | Further Actions Required |
| Inadequate Training on Harassment | All employees | Increased incidents of harassment, lack of awareness | Mandatory training for all employees upon hiring and annual refreshers | Medium | Ensure training materials are updated annually and feedback is collected to improve content |
| Poor Reporting Mechanism | Victims of harassment, all employees | Fear of retaliation, underreporting of incidents | Anonymous reporting options available, clear reporting guidelines communicated | Medium | Promote awareness of reporting channels regularly and improve accessibility |
| Unaddressed Third-Party Harassment | Employees interacting with clients/customers | Emotional distress, decreased morale | Procedures for reporting and addressing third-party harassment | Medium | Regularly review third-party interactions and enhance response protocols |
| Workplace Culture Tolerance of Inappropriate Behaviour | All employees | Normalisation of harassment, decreased morale | Anti-harassment policy communicated, leadership support for zero tolerance | High | Conduct regular surveys to gauge workplace culture and make necessary changes |
| Lack of Support Services | Employees affected by harassment | Increased stress, reduced wellbeing | Access to employee assistance programmes (EAPs) | Medium | Promote EAP services regularly and assess employee usage and feedback |
| Insufficient Monitoring of Policy Effectiveness | All employees | Ineffective policy application, recurring issues | Annual policy review and assessments | High | Establish metrics for effectiveness and implement a feedback mechanism for employees |
3. Risk Evaluation
After identifying the hazards, evaluating the risks involves determining the level of risk associated with each hazard, considering existing control measures.
- High Risk: Immediate action required.
- Medium Risk: Action required as soon as practicable.
- Low Risk: Monitor and review regularly.
4. Action Plan
This section outlines specific actions required to mitigate identified risks, including responsibilities and deadlines.
| Action | Responsible Person | Deadline | Completion Date |
| Review and update training materials to include recent legislation changes. | HR Manager | [Insert Date] | [Insert Date] |
| Promote awareness of reporting mechanisms through email and staff meetings. | Communications Officer | [Insert Date] | [Insert Date] |
| Conduct an anonymous employee survey on workplace culture regarding harassment. | HR Team | [Insert Date] | [Insert Date] |
| Evaluate and promote employee assistance programme (EAP) usage and effectiveness. | HR Manager | [Insert Date] | [Insert Date] |
| Monitor incidents of third-party harassment and assess response effectiveness. | Operations Manager | [Insert Date] | [Insert Date] |
5. Review and Monitoring
This risk assessment will be reviewed annually or following significant incidents or changes in legislation. Continuous monitoring will be undertaken to ensure effectiveness, and adjustments will be made as necessary.
Assessor Signature: ______________________
Date: ______________________
Version: [1.0]
Issue date: [date]
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