The Worker Protection Act 2023, which amends the Equality Act 2010, came into force on 26 October 2024, setting new standards for addressing sexual harassment in the workplace. With the food and drink industry involving a high level of interaction with the public, it’s essential for employers to understand these changes and proactively protect their teams from both internal and third-party harassment.
Key Changes Under the Worker Protection Act
The Worker Protection Act mandates employers to take all reasonable steps to prevent workplace harassment. This isn’t just limited to harassment from colleagues; it also includes third-party harassment, which can stem from customers, clients, or other external parties’ that employees interact with regularly.
In practical terms, this means that businesses in the food and drink industry need to:
- Review existing harassment policies.
- Implement preventive training across all levels of staff.
- Ensure clear reporting channels for harassment incidents.
- Conduct regular risk assessments to identify and mitigate potential harassment risks in the workplace.
Why This Matters for the Food & Drink Industry
Due to the public-facing nature of food and drink businesses, employees are often in contact with customers and external parties. This can increase the risk of harassment, making it essential for employers to establish safeguards that extend beyond the traditional workplace environment.
Without adequate measures in place, businesses may face penalties, including a potential 25% increase in compensation payouts if a tribunal finds that reasonable steps weren’t taken to prevent harassment.
Practical Steps for Compliance: Building a Safer Workplace
To support food and drink employers in meeting the requirements of the Worker Protection Act, here are some practical steps recommended by NSAFD:
- Develop and Update Policies
Your harassment policy should explicitly state that harassment from any source, including third parties, will not be tolerated. Policies should outline:- Clear definitions of harassment and unacceptable behaviour.
- Reporting procedures for employees to safely report incidents.
- Consequences for policy violations, including possible disciplinary actions.
- Provide Targeted Training
Regular training is essential to keep staff aware of the latest guidelines and empower them to act against harassment. NSAFD offers industry-specific programmes tailored to the fast-paced, customer-facing settings typical of the food and drink industry. These training sessions help employees identify, respond to, and report harassment, ensuring that everyone understands their rights and responsibilities. - Establish Robust Reporting Channels
Employees should have access to confidential and anonymous ways to report harassment. Make it clear that reports will be treated seriously and with confidentiality, ensuring no repercussions for those who speak up. - Conduct Regular Risk Assessments
Food and drink employers should carry out periodic risk assessments, taking into account high-risk areas, such as late-night shifts, isolated workstations, and interactions with customers in confined spaces. Regular reviews help employers stay proactive in addressing potential issues before they escalate. - Monitor and Review
Regularly evaluate your harassment prevention measures to ensure they’re effective. This can involve:- Conducting anonymous employee surveys to gauge comfort levels and uncover any unreported incidents.
- Tracking reports and complaints over time to spot trends.
- Making updates to training programs and policies as necessary to stay aligned with industry best practices.
NSAFD’s Training Solutions for the Food & Drink Sector
For employers in the food and drink industry, implementing these changes can seem challenging, especially in busy, high-turnover settings. The National Skills Academy for Food & Drink (NSAFD) offers specialised training programmes that align with the requirements of the Worker Protection Act and are tailored to the unique demands of this sector.
Key Features of NSAFD’s Programs:
- Comprehensive Anti-Harassment Training: Equip employees with knowledge on recognising, preventing, and reporting harassment.
- Customised Scenario-Based Learning: Real-world scenarios specific to food and drink settings, helping employees understand how to handle harassment situations involving customers and external parties.
- Management Training Modules: Develop managers’ skills to handle harassment reports effectively and uphold a safe work environment.
- Ongoing Support and Resources: Ensure your business stays compliant with refresher sessions and updated resources as new best practices emerge.
Final Thoughts
The Worker Protection Act represents a significant shift toward accountability and proactive measures in preventing workplace harassment. For food and drink employers, these changes are an opportunity to build safer, more inclusive workplaces that prioritise employee well-being and respect. By partnering with NSAFD for specialised and updated training, your business can ensure compliance, foster a supportive culture, and create a welcoming environment for employees and customers alike.
Are you ready to future-proof your business? Contact NSAFD today to learn more about our tailored training programmes designed for the food and drink sector.