Employers are to be given help to improve their understanding of their responsibilities towards tackling sexual harassment in the workplace.
The new code of Practice, introduced by the government, follows a report from the Women and Equalities Select Committee.
The Government Equalities Office will also carry out awareness raising work with the Advisory, Conciliation and Arbitration Service (Acas), the Equality and Human Rights Commission and employers on how to prevent and address sexual harassment at work.
They will work with regulators to ensure they are taking action; and commission survey data on the prevalence of sexual harassment at work.
The government will also consult on:
- Non-disclosure agreements
- How to strengthen and clarify the laws in relation to third party harassment
- The evidence base for introducing a new legal duty on employers to prevent sexual harassment in the workplace
ComRes, in their 2017 research for the BBC, claim that 40% of women (and 18% of men) have experienced unwanted sexual behaviour at work at some point.
Minister for Women Victoria Atkins said: “Sexual harassment at work is illegal, but sadly that disgusting behaviour is something that many women still experience today.
“We are taking action to make sure employers know what they have to do to protect their staff, and people know their rights at work and what action to take if they feel intimidated or humiliated.
“Everyone has the right to feel safe at work.”
Business Minister Kelly Tolhurst said: “It continues to disappoint me that in this day and age some women still face discrimination and harassment at work.
“One part of this is the minority of cases where non-disclosure agreements are used unethically, and employees may not be aware of their protections and rights. We will be consulting on these.”
The government has also promised to consult on whether additional protections are needed for volunteers and interns and to explore the evidence for extending the time limits to bring any workplace discrimination and harassment case under the Equality Act 2010 to an employment tribunal.