HRD New Zealand’s Post

According to a new report from the New Zealand Human Rights Commission with KPMG, bullying and harassment in workplaces cost employers $1.34 billion between 2021 to 2022 - 𝐚𝐧𝐝 𝐢𝐭 𝐜𝐨𝐮𝐥𝐝 𝐡𝐢𝐭 $1.5 𝐛𝐢𝐥𝐥𝐢𝐨𝐧 𝐢𝐧 2023. This serves as a reminder to Employers of the importance in establishing well-defined policies and procedures to prevent and address such incidents. With the support of our Team, you can achieve this by: - Implementing comprehensive training programmes for employees and managers to create awareness, promote prevention, and develop a culture of respect and inclusivity within the workplace. - Fostering an open and supportive environment where employees feel safe reporting incidents, have access to independent complaints services, and where workplace investigations are prompt. 𝐅𝐨𝐫 𝐦𝐨𝐫𝐞 𝐢𝐧𝐟𝐨𝐫𝐦𝐚𝐭𝐢𝐨𝐧 𝐨𝐧 𝐡𝐨𝐰 𝐲𝐨𝐮 𝐜𝐚𝐧 𝐩𝐫𝐞𝐯𝐞𝐧𝐭 𝐭𝐡𝐞 𝐜𝐨𝐬𝐭𝐬 𝐨𝐟 𝐛𝐮𝐥𝐥𝐲𝐢𝐧𝐠 𝐚𝐧𝐝 𝐡𝐚𝐫𝐚𝐬𝐬𝐦𝐞𝐧𝐭 𝐢𝐧 𝐭𝐡𝐞 𝐰𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞, 𝐠𝐞𝐭 𝐢𝐧 𝐭𝐨𝐮𝐜𝐡 𝐰𝐢𝐭𝐡 𝐮𝐬 𝐭𝐨𝐝𝐚𝐲. 📞 https://lnkd.in/gbJmENKG #HRInsights #WorkplaceSafety #EmployeeWellBeing #DiversityAndInclusion #NewZealandLaw

Here's an eye-watering stat: Workplace bullying and harassment costs New Zealand employers an estimated $1.34 billion yearly! This staggering figure comes from 'Counting the Cost', a new report by The Human Rights Commission. And that's just the start of it. Read the full report here: https://buff.ly/3L5UWad #WorkplaceCulture #EmployeeWellbeing #HumanRightsCommission

According to research, almost 1/3rd of the workforce has experienced workplace bullying and harassment. Women, immigrants and racialized workers are disproportionately victimized, and the consequences are grave: loss of income and reputation, anxiety, depression and physical illness. I have experienced it, and perhaps you have too. One of HRs many roles is to address and prevent workplace harassment. Tomorrow, Wednesday, April 10th at 1PM - 2PM EST, we're running a Coffee 'n Law Q&A. This is an opportunity to hear from employment law experts Neena Gupta and Tushar Anandasagar of Gowling WLG and have your questions answered. ***See the comments below for the link to register 👇 #hr #workplacebullying #employeeengagement

Navigating the New Duty to Prevent Sexual Harassment in the Workplace   As of today, October 26, 2024, a significant shift in workplace regulation is now in effect in the UK. The Worker Protection (Amendment of Equality Act 2010) Act 2023 has officially come into force. This Act introduces a new positive legal obligation on employers to take reasonable steps to protect their workers from sexual harassment. Should employers neglect this duty, the Equality and Human Rights Commission (EHRC) has the authority to enforce compliance. Furthermore, if an employment tribunal upholds a sexual harassment claim, it has the discretion to increase any awarded compensation by up to 25% as a 'compensation uplift. Learn more about how this new legislation impacts your company and what steps you can take to ensure compliance in our latest blog post [link in comments]. #WorkplaceSafety #EmploymentLaw #SexualHarassmentPrevention

From 26 October 2024, employers must take reasonable steps to prevent sexual harassment at work, including harassment by third parties. This change is part of the Worker Protection Act (Amendment of Equality Act 2010), aimed at strengthening protections for workers. The Equality and Human Rights Commission (EHRC) has published updated guidance to help employers meet these new legal obligations. Key recommendations include: ✅ Developing and sharing a strong anti-harassment policy ✅ Conducting regular risk assessments ✅ Engaging with staff through surveys, 1-2-1s, and exit interviews ✅ Monitoring the effectiveness of anti-harassment measures If a sexual harassment claim is made and it's found that the employer did not take preventive steps, compensation could be increased by up to 25%. Be proactive—review your workplace policies and practices to ensure compliance and foster a safer, respectful work environment for all. To keep up to date sign up to our weekly update https://lnkd.in/eanHHH3X _________________________ #WorkplaceSafety #EmployerGuidance #GatewayHR #WorkerProtectionAct #HR

Having spoken with many leaders over the past few weeks, I'm not sure organisations have fully grasped the nettle on what is needed under the new duty to prevent sexual harassment in the workplace. A policy and some training is not enough. We need to be thinking about what is needed to effect culture change. If we think sexual harassment is not happening at work please consider the 2020 Government Equalities Office survey, which found that ***nearly a 1/3 of UK employees experienced sexual harassment at work over a 12-month period, yet only 15% of them formally reported it.*** Clearly, there is much work to do in this space. These findings reveal a significant gap in workplace culture and reporting systems, highlighting the urgent need for stronger support and protection. Please talk to us if you want to find out how we can help you. We also have a great toolkit where we have done much of the best practice research for you. ***See below!***

How do you make it clear to all staff that conduct of a sexual nature is strictly off-limits in the workplace? 🤔 Did you know that employers may be liable for harassment perpetrated by employees in the course of their employment? And this could be whether or not the harassment is done with the employers knowledge or approval? Including at work-related social events? The Worker Protection (Amendment of Equality Act 2010) Act 2023, provides for a positive duty on employers to take reasonable steps to prevent sexual harassment of their employees in the course of their employment. This is due to come into force on the 26th October 2024. In this month's hr2go Top Tips, I’ve looked at how employer's can take reasonable steps to prevent sexual harassment in the workplace. Grab a ☕, have a read and let me know your thoughts! #hrconsultancy #employeerelations #bishopsstortford https://lnkd.in/eY4uSG63

Today the Worker Protection Act 2023 comes into force in the UK. We teamed up with the Equality and Human Rights Commission, who will be enforcing the new legislation, and workplace experts, Acas, to deliver a webinar on the new mandatory duty for employers to prevent sexual harassment in the workplace. Watch the webinar back and find the guidance here: https://lnkd.in/eySx6TP9

In this report, Criticaleye Partner DWF examines the Worker Protection Act 2023 which took effect on 26 October this year. Titled: The New Duty to Prevent Sexual Harassment in the Workplace: How Much is Enough?, the paper looks at the implications of the act within organisations, as well as the question not of where to begin but of how much is enough.   The Worker Protection Act 2023 will require employers to take reasonable measures to prevent sexual harassment in the workplace, including harassment from third parties. Key takeaways of the report include:   ✅ Three in five women say they have experienced harassment at work – rising to almost two in three women aged 25 to 34. ✅ If an employer is found not to have met the preventative duty, compensation in claims can be increased up to 25 percent. ✅ The new duty allows employers to recalibrate, put workplace culture at the forefront of their business strategy and reap the rewards.   Not to be missed, click the link for the full report: https://lnkd.in/eRd_eAY4   #leadership #workerprotectionact2023 #DWF

The question ‘How much is enough?’ is ringing loud and clear from business leaders seeking to address the game changing amendment to the Equality Act 2010 - introducing the new duty to prevent sexual harassment at work. We all have the human right to go to work and feel safe from unwanted or inappropriate behaviour. At DWF we are working closely with organisations to help them identify what the new anticipatory duty means for them and how much work is needed to prevent sexual harassment taking place - if it’s happened, you’re too late. Read more below 👇 👇 to find out how DWF can help you and why it’s not enough to just tick a box or relegate this duty on the to-do list. This is the start of a new paradigm for organisational culture and human rights. Hilary Ross Joanne Frew Kate Meadowcroft Ann Frances Cooney Kurun B. Bethanie Thompson Kirsty Rogers Caroline Colliston Kirsty Siviter Oliver James Bhavesh Dattani Jonathan Drake Charlotte Lloyd-Jones #culture #bullying #leadership #ethics #trust #risk #dignity #values #humanrights