In our weekly legal column, the Leader, with the expert advice of the team at GHP Legal, sets out to answer some of your problems. Today's question is answered by solicitor James Denton...

How are the sexual harassment in the workplace rules changing?

Q: Previously I have only employed men in my medium sized building company. Then earlier this year I received job applications from a couple of ladies - one a carpenter and the other a plasterer, so I thought 'equal opportunities' and all that, I would give them a chance, and they have proved to be very good at their jobs. However, I am now worried about the upcoming new rules surrounding the prevention of sexual harassment in the workplace, as I have heard compliance is going to be very strict. How are the rules changing?

A: The new duty on employers will come into force on October 26, 2024, with the warning that a light touch, tick box exercise on behalf of employers will not suffice. Instead, employers must anticipate issues and take proactive, preventative action to ensure the protection of employees from sexual harassment in the workplace.

No specific steps for employers to take have been laid out, only that factors relevant in determining what are 'reasonable' steps will apply, and this will affect all types and sizes of business. The reason for this is that specific steps will vary from industry to industry and it will be up to the employer to identify them, but all employers will be required not just to introduce a policy and provide sexual harassment training, but to undertake continuous compliance reviews in relation to risks and steps taken, and identify what steps can/will be taken to mitigate any risks. Employers must also take steps to prevent sexual harassment by third parties, even though under the equalities legislation, liability for harassment does not extend to third parties.

Particularly in your situation where you are employing women in a male dominated industry, you should review and update your prevention strategy and take anticipatory steps for compliance immediately. Employment solicitors like us can support you in reviewing your existing policies and advise on training and conducting sexual harassment risk assessments.

• This question has been answered by James Denton, a solicitor with GHP Legal. If you would like to speak to someone about this or any other legal matter, please visit our website www.ghplegal.com and use the contact us form, or call us on: Wrexham 01978 291456, Llangollen 01978 860313, Oswestry 01691 659194.