How to Set Up Effective Reporting for Sexual Harassment Under the Worker Protection Act 2024

Creating a safe and respectful work environment is crucial for HR professionals, and having an easy-to-use, confidential process for reporting sexual harassment is a key part of that. With the Worker Protection Act 2024 now in effect, UK employers must ensure their reporting procedures are clear, accessible, and legally compliant. Here’s a simple guide to help you set up effective reporting systems that align with the new rules.

What the Worker Protection Act 2024 Requires

The Worker Protection Act 2024 tightens up the rules around handling workplace harassment, including sexual harassment. Employers now need to have strong, supportive reporting procedures in place, making it safe for employees to report harassment without fear of retaliation.

Best Practices for Reporting

Offer Clear and Accessible Reporting Options The Act requires employers to provide multiple, easy-to-access ways for employees to report harassment. These channels should be well-communicated and available to everyone, no matter their role or location.

• Multiple Options: Employees should be able to report harassment through different channels, like in person to HR, via email, an online system, or a confidential hotline. More options mean more comfort for employees in coming forward.
• Visibility: Make sure everyone knows how to report issues by including the details in onboarding, employee handbooks, training, and ongoing communications like posters or emails.

Ensure Confidentiality and Offer Anonymous Reporting Confidentiality is key when dealing with sensitive issues like harassment. The Worker Protection Act highlights the need to protect the privacy of those reporting, and providing anonymous options can encourage more people to come forward.

• Confidentiality: Keep details of any report as private as possible, sharing only with those who need to know (like HR or management).
• Anonymous Reporting: Offering anonymous reporting via online tools can help those who may feel nervous about coming forward. While it’s harder to investigate without full details, it’s still an important option for some employees.

Train HR and Managers to Handle Reports Properly Managers and HR staff who might receive complaints need to know how to handle these situations sensitively and professionally. The Act requires that those dealing with complaints are properly trained.

• Sensitivity Training: Make sure HR and managers receive regular training on handling complaints, maintaining confidentiality, and understanding non-retaliation policies.
• Supportive Response: Those receiving reports should respond with empathy and provide access to support services like counseling or Employee Assistance Programs to help employees feel heard and supported.

How to Create a Fair and Transparent Process

Acknowledge Reports and Keep Detailed Records It’s essential to acknowledge complaints promptly and document everything properly. The Worker Protection Act requires formal documentation of all complaints and clear communication with the person reporting.

• Prompt Acknowledgement: As soon as a complaint is made, HR should acknowledge it and outline the next steps to reassure the employee.
• Detailed Documentation: Keep accurate records of all reports, including dates, details, and actions taken. These records should be stored securely to maintain confidentiality.

Enforce Strong Non-Retaliation Policies To comply with the Act, employers need to enforce strict non-retaliation policies. Employees should feel safe reporting harassment without fear of negative consequences.

• Clear Communication: Make sure all employees are aware of the non-retaliation policy through training and regular communication. Retaliation should be strictly prohibited and any breaches dealt with firmly.
• Monitor for Retaliation: After a report is made, keep an eye on the workplace to ensure no retaliation occurs. Address any issues immediately with appropriate disciplinary action.

Keep Improving Your Procedures

Get Feedback and Make Adjustments Regularly review your reporting processes to ensure they’re working well and staying compliant with the latest legal requirements.

• Employee Feedback: Set up anonymous feedback channels to allow employees to suggest improvements to the reporting process.
• Policy Audits: Conduct regular audits of your reporting procedures to make sure they comply with the Worker Protection Act and reflect best practices.

Final Thoughts

The Worker Protection Act 2024 puts a strong focus on making sure UK employers provide clear, safe, and supportive ways for employees to report sexual harassment. By offering multiple reporting options, protecting confidentiality, and continually improving your processes, you can ensure your workplace is a safe, respectful space for everyone.

About the Author: Paul Newman

Paul is Co-founder & CTO for Big 5 Assessments. He's worked in the Psychometric Testing industry for over 25 years. Paul is responsible for the day–to–day running of the business, but also for overseeing the technology side of the business. Paul has extensive experience in software development, product management, sales and marketing. In addition, Paul also has frontline recruitment & selection experience from sourcing and attracting candidates, assessing, screening, behavioural interviewing, offer management and resource planning as well as developing assessment centres and competency frameworks from scratch.