As the October 2024 deadline for the Worker Protection Act approaches, we commissioned a survey revealing that many organisations may not be as prepared as they think. The findings, which show that 61% of respondents don’t feel fully equipped to handle workplace sexual harassment, point to a significant gap between perceived readiness and actual preparedness. This gap is a clear indication that businesses need to take a more comprehensive approach to prevention in order to comply with the new legislation and protect their employees.
Why Organisations Must Pay Attention
The Worker Protection Act marks a shift in how workplace harassment is addressed, placing more responsibility on employers to proactively prevent harassment, not just respond to it. The Act covers a wide range of workers, regardless of their work environment or the size of the organisation, and includes employees working remotely or attending work-related events. Here are the key features:
- Increased Scope – Protection extends beyond the office, covering remote workers and off-site events.
- Employer Responsibility – Employers must take ‘reasonable steps’ to prevent sexual harassment.
- Increased Penalties – Employment tribunals can increase compensation awards by up to 25% if employers fail to meet their obligations.
- Enforcement Action – The Equalities and Human Rights Commission (EHRC) can take enforcement action against non-compliant organisations, leading to potential fines.
With no formal guidance attached to the Act yet, many organisations are left unsure about what constitutes “reasonable steps.” However, the EHRC’s guidance and future statutory code of practice provide a clear framework for businesses to follow. Failure to comply with these measures can result in not only financial penalties but also long-term reputational damage and operational difficulties.
Key Findings from our survey
To better understand how prepared UK businesses are for the Worker Protection Act, Culture Shift surveyed over 1,000 business leaders, HR professionals, and decision-makers responsible for managing workplace culture at large companies. The results indicate that while many organisations recognise the importance of harassment prevention, there’s a disconnect between what they believe they’re doing and what is actually happening.
- Awareness Gap – Alarmingly, 45% of respondents were unaware of the upcoming Worker Protection Act. This highlights a widespread lack of understanding, especially given the significant changes the Act will bring.
- Overconfidence in Readiness – While 88% of respondents said they feel prepared to handle sexual harassment, only 39% felt “very prepared” when asked about specific areas like formal policies, reporting pathways, and staff training.
- Barriers to Change – A striking 93% identified barriers to effectively addressing sexual harassment in their workplace, with communication from employees and the need for clear accountability cited as the biggest obstacles.
- Undervaluing Reporting Systems – Despite 85% of respondents recognising the benefits of a reporting system, nearly 50% were concerned about being bombarded with irrelevant or vexatious reports.
Overestimating Preparedness
One of the biggest issues revealed in the research is the disconnect between an organisation’s perception of its preparedness and the reality of its efforts. Many respondents felt that sexual harassment prevention was a high priority, yet nearly one-third lacked formal anti-harassment policies. Furthermore, while a majority recognised the value of reporting systems, there’s still significant hesitance in implementing effective reporting mechanisms. This hesitance suggests a failure to fully grasp the importance of these tools in both preventing harassment and providing support to those who need it.
Our findings suggest that many businesses are overestimating their ability to address harassment. Even when businesses claim to have the right tools, many fail to engage in a comprehensive, multi-faceted approach to prevention. This can leave them vulnerable to legal action and create unsafe environments for their workers.
Why Action is Needed Now
The October 2024 implementation of the Worker Protection Act is fast approaching. Organisations need to get serious about preparing for this change, and that means taking a proactive and comprehensive approach. While many businesses may feel confident, our findings indicate that a deeper evaluation is necessary.
Businesses that fail to meet the requirements of the Worker Protection Act not only risk financial penalties but also damage to their reputation and the well-being of their employees. Fostering a safe and respectful workplace isn’t just about compliance—it’s about protecting the health, safety, and dignity of every employee.
Take Action: What Can You Do?
Here are some steps organisations can take to better prepare for the Worker Protection Act:
- Review your policies – Ensure you have a formal, well-communicated anti-harassment policy in place.
- Invest in training – Equip your staff with the knowledge they need to recognise and prevent harassment.
- Implement reporting systems – Make sure your organisation has clear, confidential channels for employees to report incidents.
- Foster accountability – Establish clear objectives and ensure accountability at every level of your organisation.
- Challenge ingrained behaviours – Create a culture that supports respectful behaviour and actively addresses harassment.
Download the full Whitepaper
Our white paper dives deeper into these findings and provides a 10-step checklist, based on guidance from the Culture Shift team, the EHRC and the Fawcett Society, to help organisations meet their obligations under the Worker Protection Act. If you’re unsure whether your organisation is prepared or need help implementing the necessary changes, we encourage you to download and read the full free report. At Culture Shift, we’re committed to helping businesses create cultures where people feel safe to speak up.
