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Pod 6, The Engine Rooms, Station Road
Chepstow
Monmouthshire

01633 730907

For more than 10 years we have provided companies of all sizes and in a variety of sectors with uncomplicated, innovative and affordable human resources advice and on-site support ensuring that your people are an asset to your company and not a liability.

News

With the National Minimum Wage (NMW) now almost fifteen years old, and with another increase pending on 1st April 2017 HMRC have issued a list of the most elaborate excuses they've been given by employers for not paying the appropriate rates:

New Protection from Third Party Harassment

Alan Kitto

From October 1, 2024, employers are required to take proactive measures to protect their employees from third-party harassment, under new legislation aimed at enhancing workplace safety and dignity. This policy shift requires businesses to address not only harassment by colleagues but also any harassment faced by employees from clients, customers, suppliers, or other third parties.

The new regulations stipulate that employers must implement clear anti-harassment policies, provide regular training for staff, and establish robust reporting and response mechanisms. Failure to comply with these requirements could result in substantial penalties, as well as potential legal action from affected employees against their employer.

This change comes in response to growing awareness and concern over the broader range of harassment risks that workers face, particularly in customer-facing roles. The government emphasises that these measures are essential for fostering a safe and respectful work environment for all employees.

Employers are encouraged to review their current practices and ensure they are fully compliant with the new requirements before the deadline. This may involve updating employee handbooks, conducting new rounds of training, and ensuring that procedures for handling complaints are clearly communicated and accessible.

Labor rights groups have welcomed the move, viewing it as a critical step in protecting vulnerable workers from abuse and harassment in the workplace. However, some business associations have expressed concerns about the potential costs and administrative burden of the new requirements, calling for additional guidance and support during the implementation phase.

As the October deadline approaches, businesses are urged to take immediate action to align with the new standards, ensuring that their employees are safeguarded against all forms of harassment, regardless of the source.

For more information on this or any other HR matter, please get in touch.