It's All About People - 23rd January 2025

READ TIME - 3 minute read

You know how sometimes you assume people just know what you do? This week, I realised that assumption can lead to missed opportunities.

At the end of a meeting with a long-standing contact, they asked, “Oh, by the way, do you know anyone who can deliver sexual harassment training?”

I was floored. Not because they asked the question, but because they didn’t know we do this—and we’ve been doing a lot of it since the law changed back in October last year. It reminded me that no matter how obvious something seems to us, we can’t assume everyone else sees it that way.

This got me thinking: how often do we forget to share what we do best? Whether you’re part of an HR team, leading a department, or supporting others in your organisation, it’s worth taking a moment to check… Do your colleagues know the full extent of the support available to them?

Here’s a quick reminder of how we can help in this area:

• sexual harassment training for team members and managers (e-learning, live online or in-person)

• Free guidance on what you need to do - download it here

• work with you to complete your risk assessments

• investigate any allegations

What Every Workplace Needs to Know About Sexual Harassment Laws

I know many of you will have seen this in editions of this newsletter back in the Autumn last year, but for those who are new or if it is still on your list of things to learn, here is a refresher.

Back in late October 2024, the UK sexual harassment laws saw major changes, the biggest change being the emphasis on prevention. Employers now have a legal obligation to show they are taking proactive steps to prevent harassment in the workplace. If this is not happening then a complaint could be lodged with the European Court of Human Rights (ECHR).

Here are just some of the ways that employers can show (and prove if needed) that they are doing what they can to prevent any risk of sexual harassment to their team members:

• conducting, and regularly reviewing, detailed risk assessments of all element of work and any risk this poses - and of course a plan of acton to minimise the risk

• Providing regular training for all employees and managers.

• Having clear, accessible policies that outline how employees can raise concerns.

• Implementing anonymous reporting systems to encourage openness.

Hitting the Headlines (again) McDonald's

McDonald's is currently facing serious allegations, with over 700 current and former UK employees planning legal action over claims of sexual harassment and a toxic workplace culture.

These allegations include inappropriate touching, verbal abuse, and coercion, highlighting systemic issues within the organisation. With the harassment coming from co-workers (and managers) and also customers.

Back in 2023 McDonalds signed a legal agreement with the European Court of Human Rights (ECHR) where they committed to doing the below. This makes interesting reading and a good checklist for all organisations to consider what the ECHR expects:

• communicating a zero tolerance approach to sexual harassment

• conducting an anonymous survey of workers about workplace safety

• enhancing policies and procedures to prevent sexual harassment and improve responses to complaints

• delivering anti-harassment training for employees

• introducing specific training and materials to help managers identify areas of risk within their restaurants and take steps to prevent sexual harassment

• supporting the uptake of policy and training materials by franchisees within their independent organisations to support reporting of sexual harassment

• monitoring progress towards a safe, respectful and inclusive working environment

Never forget if you have any questions you can always join our free HR clinic each month - details at the end of every email.

NEW SECTION - Ask the HR Consultant 🤖

One of our lovely readers suggested adding this section - so here it is. You can submit your questions whenever they pop in to your mind (or inbox) by simply emailing [email protected]

This week’s question: “We have a dress code, but I’m wondering—is it now outdated? Should we have one at all?”

Our advice: Dress codes can serve a purpose, but they should align with your company’s culture. There may be requirements that need to be made clear, but in most cases team members will be able to use common sense and when this does not prevail, usually a conversation from a manager can set them on the right path.

If you do have a policy make sure it reflects modern norms, promotes inclusivity, and allows flexibility where appropriate,

Until next time….have a great week.

Emma

P.S. If you're a member of our HR Hub, there are LOADS of resources to help you with all of the above topics.

P.P.S.  If you are not a Hub member why not give it for FREE for a month. You can do that here.

Events to Join in the coming weeks (click on the links to join us)

^{HR Clinic (free to all, come and ask your HR questions) - 6th February 12-1pm}

^{Lunch & Learn: Handle Grievances with Confidence - free to all clients, £35+VAT for non-clients). 13th February 12-1pm}

HR Masterclass: Redundancy, Practical Guidance from an Expert - free to all clients (£150+VAT for non-clients). 25th February 9.30am-12.30pm.

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