Defending & Preventing Harassment Claims
An employer may be found liable (under discrimination legislation) where one of its employees harasses another, even if this doesn't necessarily occur in the work place.
An employer may escape liability for such claims where it is able to show it has taken all reasonably practicable steps to prevent the harassment taking place. KBL can assist employers to implement policies, procedures and strategies to maximise the prospect of the employer defending these claims. We are also able to offer bespoke training to give your business the best chance of being able to rely upon the defence.
Although The Equality Act 2010 prohibits harassment due to a protected characteristic, under the Protection from Harassment Act 1997 employers may also be held vicariously liable (i.e. for the actions of their employees) where one employee harasses another employee, regardless of the basis for the harassment.
This means that an employer may now be found liable for such harassment even where it is unrelated to age, disability, gender reassignment, marital status, pregnancy and maternity, race, religion or belief, sex and sexual orientation.
- Diversity Training – we provide bespoke (on-site) training tailored for your staff including manager only courses.
- Drafting Grievance, Equal Opportunities, Anti-Harassment, and Dignity at Work Policies and Procedures.
- Recruitment Pack – an audit of your recruitment practices and review of your recruitment documents (i.e. application forms, interview procedures and records)
- Advice – how to handle complaints of harassment and discrimination.
- Employment Tribunal and/or Court Claims – advice and assistance with the defence and/or settlement of claims involving discrimination and/or harassment.
- Equal Pay – advice and assistance with equal pay issues and claims.