The Worker Protection (Amendment of Equality Act 2010) Act 2023 brought in a duty, since October 2024, for employers to take reasonable steps to prevent sexual harassment of their workers. That is a proactive duty: it is not enough to respond well after something happens, employers must think ahead. Crucially for hospitality, the duty covers harassment by guests and third parties, not just colleagues, so the idea that the customer is always right offers no defence.
Reasonable steps typically include a clear written policy, a risk assessment of where harassment is likely, such as late-night bars or private events, training for staff and managers, simple and safe reporting routes, and visible backing for staff who refuse to serve or ask abusive guests to leave. Employment tribunals can increase compensation where an employer has failed in this duty. The Employment Rights Act 2025 will strengthen these obligations further as its provisions are brought into force in stages, so check what has commenced.
What we ask on the show
- What does taking reasonable steps actually look like on a Saturday night?
- Have you ever had to remove a guest for harassing staff?
- How do you make reporting feel safe in a small team?
- Has the new duty changed the culture where you work?