Representatives across all local branches are continuing to receive training and latest guidance to support members who experience sexual harassment in line with new legislation.
By law, all employers must take reasonable steps to prevent sexual harassment of their employees under the Worker Protection (Amendment of Equality Act 2010) Act 2023 which came into effect on 26 October 2024.
Forces, as employers, now have a duty to anticipate when sexual harassment may occur and take reasonable steps to prevent it.
If sexual harassment has taken place, an employer should take action to stop it from happening again. This sends a clear signal to all employers they must take reasonable preventative steps against sexual harassment, encourage cultural change where necessary, and reduce the likelihood of sexual harassment occurring.
PFEW’s dedicated reps are proficient in employment law and have comprehended these latest changes to ensure they can continue to support members who confide in them - victims and witnesses – until the right outcome is secured.
The training sessions are delivered by PFEW Equality Lead Ian Saunders alongside Jayne Monkhouse, an independent equality advisor who previously worked at the Equal Opportunities Commission, with input from the In-House Legal Department.
Ian Saunders said: “PFEW welcomes the amendments to the Equality Act 2010 and will monitor how it is being implemented by police forces going forward, ensuring the legal rights of our members are being adhered to.
“Our trained reps across England and Wales will continue to play their important part in supporting colleagues and advocating for culture change.
“No one should be isolated for facing sexual harassment, and we are here to help and guide members through the process of raising a grievance/fairness at work complaint initially, through to employment tribunals.
“We know this is difficult and stressful, and we want to reassure members we are always here as your first port of call when things go wrong.
“Representing everyone fairly and effectively is our main priority, and we want to reassure members we now have an ‘ethical wall’ in place, designed to maintain confidentiality between those representing an individual accused of wrongdoing and those representing the individual who has made the accusation or has been the victim of the alleged wrongdoing.”
PFEW is pressing forces to introduce regular training on sex discrimination and harassment for anyone with line management responsibilities to help create a culture of respect and accountability.
However, PFEW is concerned about the lack of transparency surrounding the complaints process and the routes available including compensation.
“Forces should be explaining what to expect when someone reports sexual harassment, and how they will deal with complaints and within what timescales,” said Mr Saunders.
“It is right to train officers on what sexual harassment in the workplace looks like, but to not outline in detail what should happen once someone reports it is, to me, an indication this is more about looking after the interests of the organisation than looking after the interests of the subject of the harassment.
“I think any training on sexual harassment should explicitly call this out as unlawful behaviour and that those subject to it may have a claim for monetary, or other, compensation from their chief constable. To not do so is not giving full information to someone who is likely to be already under considerable pressure,” he concluded.
The Equality and Human Rights Commission’s guidance on sexual harassment for employers has been updated to reflect the new legal requirements under the WPA: https://www.equalityhumanrights.com/guidance/sexual-harassment-and-harassment-work-technical-guidance
The Acas guide for employers to creating a sexual harassment policy is here: https://www.acas.org.uk/sexual-harassment
