Good morning, Everyone,

Welcome back to this week’s MMD!

In the podcast this week Sam and Nils review an employment tribunal case and discuss the new Data Use and Access Bill.

Daniel brings you the second part video to the Employment Rights Bill.

In the news we take a look at Tribunal facts following the new legislative regime in respect of sexual harassment in the workplace.

THE MMD PODCAST

Episode 43: Hello…!

Join Sam and Nils this week as they review an employment tribunal case and discuss the new Data Use and Access Bill.

Listen to the episode here: https://spoti.fi/40uCxwM

THE MEDIA HUB

Bring me the Bill – Part Two

The Government has released ten separate explanatory factsheets in relation to different aspects of the Employment Rights Bill. In part two, we review the commentary on strengthening trade union rights (coming to a workplace near you – literally!), fire and rehire provisions (quite the anti-employer rhetoric!) and the role of the new Fair Work Agency. The content of these factsheets gives additional clues as to what might make the cut in the final version of the legislation.

Watch the video: https://youtu.be/WOQkiIqE8c8

Tribunal Sexual Harassment Claims Increase by 7%

Amidst enhanced duty on employers to prevent sexual harassment, the Employment Tribunal Service sees a 7% rise in Sexual Harassment Claims

In an earlier episode of the podcast, we covered the enhanced duty on employers to prevent sexual harassment in the workplace. These statutory changes came into force on the 26 October as part of an amendment to the Worker protection Act.

However, whilst the duty on employers has increased, so too have the number of employment tribunal cases relating to sexual harassment. Law firm Irwin Mitchell has calculated an increase in sexual harassment claims annually by 7%, with 125 cases in the first three quarters of 2024, up from 117 this time last year.

The increase reflects a growing awareness around sexual harassment in the workplace, sparked in part by campaigns such as MeToo, as well as enhanced media coverage on sexual harassment claims against high-profile employers.

However, the increase in cases being brought forward does still not reflect the prevalence of cases of sexual harassment in the workplace. In their report, Irwin Mitchell cited a TUC poll where 2 in 3 young women reported being subject to sexual harassment, bullying, or verbal abuse at work. The 125 cases brought forward so far in 2024 likely only scratch the surface of the true scale of sexual harassment in the workplace.

In light of this, employers should review their sexual harassment policies, making sure that they are taking reasonable steps to prevent sexual harassment, ensuring that they are fostering a culture where employers feel that they can speak up about sexual harassment, and that they have robust disciplinary procedures in place for if it does occur.

For more information about the new duty to prevent sexual harassment, check out our podcast episode from 7 October: 39: Back to Work! – Monday Morning Dispatch | Podcast on Spotify.

If you have further questions about updating your sexual harassment policy, get in touch with our Employment Team.

Irwin Mitchell’s Investigation: Sexual Harassment Employment Tribunal Statistics Reveal 7% Annual Rise

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