Issue - meetings

The HR Business Partner presented the report to the Committee.

Following changes by the UK Government in 2024 to legislation aimed at combating workplace sexual harassment, a new Preventing Sexual Harassment Policy (the ‘Policy) had been developed.

The UK legislation obligated employers to take proactive measures to prevent sexual harassment and imposed stricter penalties for non-compliance, which included increasing tribunal compensation awards by up to 25%.

The legislation also established clearer pathways for victims to seek redress.

The Council did have a general Harassment and Bullying Policy which had served the Council well.  However, it was now not fully aligned with the new legislative requirements with regards to sexual harassment.

The introduction of a comprehensive, updated and dedicated Policy was necessary to ensure compliance with the law and to foster a safe, respectful working environment for all employees.

The Policy was attached at Appendix 1 and included the following components:

• Zero-Tolerance Stance;
• Prevention Measures;
• Clear Reporting and Investigation Procedures;
• Support for Victims;
• Managerial Responsibility; and,
• Legal Compliance and Accountability:

o   Duty to Prevent Sexual Harassment;

o   Vicarious Liability;

o   Third-Party Harassment;

o   Stricter Penalties.

The reasons for recommendations included:

• Legal Compliance;
• Workplace Safety and Well-being;
• Employee Morale and Retention; and,
• Minimising Legal Risks.

More information was detailed in the report.

A UNISON representative noted discussions held between the HR Business Partner and UNISON had proven beneficial in developing the Policy.

To a question from the Chair on any more policies being brought before the Committee, the HR Business Partner confirmed other policies were being developed but would not necessarily need to be reviewed by the Committee (e.g., a policy on Neonatal Care was part of UK Government legislation and the general Harassment and Bullying Policy was just reviewed with no material changes – both would be passed as a Delegated Decision following consultation with Trade Unions.

The Committee were informed a Domestic Abuse Policy was currently undergoing initial consultation and drafting – this would be brought to a future meeting.

Moved by Councillor Rowan Clarke and seconded by Violet Parker (UNISON)

RESOLVED that the Committee approves the adoption of this policy to ensure compliance, enhance workplace culture, and minimise legal and reputational risks.

Approved by Councillor Clive Moesby, Portfolio Holder for Resources