From 26 Oct 24, an amendment requires employers to take steps to prevent workers from experiencing sexual harassment at work.
An article by Claire Loneragan on Women's Rights Network website explains:
[In part:]
"So, what is sexual harassment for the purpose of this new law? EHRC guidance: “harassment”:
1.6 This type of harassment arises when a worker is subject to unwanted conduct that is related to a protected characteristic and has the purpose or the effect of:
violating the worker’s dignity, or
creating an intimidating, hostile, degrading, humiliating or offensive environment for that worker (s.26 (1))
1.7 Conduct that has one of these effects can be harassment even if the effect was not intended.
The “sexual” component as described by the technical guidance:
1.20 Conduct ‘of a sexual nature’ includes a wide range of behaviour, such as:
sexual comments or jokes
displaying sexually graphic pictures, posters or photographs
suggestive looks, staring or leering
propositions and sexual advances
making promises in return for sexual favours
sexual gestures
intrusive questions about a person’s private or sex life or a person discussing their own sex life
sexual posts or contact on social media
spreading sexual rumours about a person
sending sexually explicit emails or text messages
unwelcome touching, hugging, massaging or kissing
1.21 An individual can experience unwanted conduct from someone of the same or a different sex."
Article continues here and mentions NHS. gender identity and the Darlington nurses who were forced to share changing facilities:
www.womensrights.network/post/updating-the-equality-act-2010?utm_campaign=0eeae612-b16b-41a6-b445-7b2fc1044a77&utm_source=so&utm_medium=mail&cid=12bef5dd-09d6-418f-aa54-db09224132aa