The Employment Bill was initially announced in 2019 providing for reform across a range of employment law. After constant delays we are finally starting to see some of the measures proposed in the Employment Bill being delivered through Private Members' Bills – many of which are being back by the government.

The key Bills to be aware of are summarised below:

Harassment

Worker Protection (Amendment of Equality Act 2010) Bill – The government announced its support for this Bill on 21 October 2022. Key provisions from the Bill include:

• Employers will be liable for the harassment of an employee during the course of their employment by a third party, unless the employer has taken all reasonable steps to prevent the harassment.
• A new duty on employers to take all reasonable steps to prevent sexual harassment of employees in the course of their employment.
• The provision for a compensation uplift of up to 25% where the duty has been breached by the employer.

The new legislation on third party harassment will be particularly relevant to employers with employees in customer/client facing roles.

The new duty on employers provides a focus on prevention of sexual harassment. Employers should take preparatory steps and consider how they could demonstrate compliance with the newly proposed duty. Updated policies and procedures, risk assessments, training and facilitated reporting are all likely to be useful steps to take. Once available the long awaited Equality and Human Rights...

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