Christelle Developing and implementing an effective sexual harassment policy is a crucial step in complying with your legal obligation to prevent sexual harassment in the workplace. Our HR specialists, with our decades of experience in HR law and practice, can provide the advice and guidance you need to produce an effective sexual harassment policy tailored to … Read more
Our specialist HR consultants are true experts in HR and employment law issues. With decades of experience in working with small, owner-managed businesses, we have a detailed understanding of what your business needs to recruit and retain the very best workforce and comply with its legal duties. Call us now on 01491 598 600 or … Read more
AT GAP HR, we specialise in providing outsourced HR support to small, owner-managed businesses throughout the UK. With decades of experience in HR and employment law issues, you can be confident that our support and guidance will ensure your business recruits and retains the best talent, complies with its legal obligations, and avoids Tribunal proceedings. … Read more
Outsourced HR services of the type offered by our consultants at GAP HR enable small, owner-managed businesses like yours to access expert HR and employment law advice without having to employ a full time HR manager. Call us now on 01491 598 600 or Click Here to Make An Enquiry and we will be delighted … Read more
At GAP HR, we have an outstanding reputation for offering cost-efficient, effective HR support services to owner-managed businesses throughout the UK. We step in to take care of your HR function and deal with any employee issues, enabling you to concentrate on the continued growth and success of your business. Call us now on 01491 … Read more
At GAP HR, we offer a specialist HR consultancy tailored to your organisation’s individual needs and priorities. With over 20 years of experience in the field, we have a proven track record of keeping small businesses like yours legally compliant and Tribunal free. Why Are Human Resources So Important? Your employees are your most important … Read more
Employers have a legal duty to take reasonable steps to prevent sexual misconduct in the workplace. Failing in that duty can expose you to having to pay increased compensation if an employee makes a successful sexual harassment claim. In addition, it can reduce staff morale and severely damage your commercial reputation. Accordingly, understanding what constitutes … Read more
Employers have strict legal duties when it comes to dealing with sexual harassment in the workplace. Everyone within your organisation has their part to play to assist you in ensuring you adhere to those duties. Managers, in particular, are at the forefront of fostering a culture in which sexual harassment is deemed unacceptable, identifying any … Read more
A crucial aspect of your role as an employer is understanding how to deal with sexual harassment at work. Under new laws, if you fail to take reasonable steps to prevent sexual harassment in the workplace, you run the risk of paying a higher amount of compensation to employees who bring successful Tribunal proceedings. At … Read more
Employers have a mandatory duty to prevent sexual harassment in the workplace. Failing to comply with this duty puts you at risk of a tribunal awarding significantly more compensation to an employee who makes a successful sexual harassment claim against you. In addition, you may face reputational harm, low staff motivation, and recruitment issues. So, … Read more
Knowing how to deal with sexual harassment in the workplace is crucial for an employer. Failing to comply with your legal duties exposes you to tribunal proceedings, which are time-consuming, expensive, and can cause irreparable damage to your reputation. Here, our HR and employment law experts explain how to deal with sexual harassment, including what … Read more
Following changes to the law, employers are now under strict legal obligations to take reasonable steps to prevent sexual harassment in the workplace. This is a positive and proactive duty and includes responding to any allegations of sexual harassment properly. With that in mind, our HR specialists have prepared this Sexual Harassment Investigation Template for … Read more
Employers have a legal duty to take proactive steps to prevent sexual harassment in their workplace. If an employee brings sexual harassment tribunal proceedings against you and wins, your failure to comply with your duty to prevent such acts can lead to the tribunal imposing an uplift of up to 25% on any damages awarded. … Read more
Under new sexual harassment legislation that came into force in October 2024, employers are now under a statutory duty to take proactive steps to prevent sexual harassment from occurring. Failing to comply with your responsibilities under this new sexual harassment legislation can lead to an increased damages award if an employee makes a successful sexual … Read more
Following significant changes to the law in October 2024, it has never been more crucial for employers to know how to deal with sexual harassment in the workplace. Employers are now under a mandatory legal duty to prevent sexual harassment from occurring and can face paying significantly more compensation to employees who bring successful sexual … Read more
Employers have a new legal obligation to proactively prevent sexual harassment in the workplace. By using this workplace sexual harassment risk assessment template and amending it to address the risks inherent in your specific organisation, you can take a significant step towards ensuring compliance with your legal duties. Our workplace sexual harassment risk assessment template … Read more
To comply with their duties under the Worker Protection (Amendment of Equality Act 2010), employers must assess the risks of sexual harassment within their organisation and implement measures to prevent it. This sexual harassment risk assessment template identifies several areas of risk that may require consideration in your business. It is intended to be merely … Read more
Under laws that came into force in October 2024, employers must take proactive steps to prevent sexual harassment in the workplace. One measure many employers take to comply with their legal obligations is implementing a sexual harassment policy. The policy appropriate to your business will depend on several factors, including how many people you employ … Read more
Employers are under a legal duty to prevent sexual harassment in the workplace. This duty obliges employers to take reasonable pre-emptive steps to prevent those working for them from encountering unwanted behaviour of a sexual nature. Failing to adhere to your duty to prevent sexual harassment in the workplace can have far-reaching consequences, both financially … Read more
Since October 2024, employers have been under a legal duty to take reasonable steps to protect their employees from workplace sexual harassment. Failing to adhere to this duty can result in a tribunal imposing a 25% uplift on any compensation awarded to the affected employee and lead to intervention from the Equality and Human Rights … Read more
