New sexual harassement laws are along the right tracks, but employers have little time to get prepared

You might not be aware of this, but as of April 6 if one of your staff suffers sexual harassment from a client you could be liable. There’s been no big debate in parliament about it. There was enough existing legislation in place to push this one through without a new Act. So, last month, the government extended a company’s duty of care towards its staff and implementation is imminent. 

Already the critics are saying it will cost firms millions. Others are making the usual excuse that it will lead to misuse and will mostly benefit the ‘claims culture’ lawyers. In a sense both have an argument but I think they are missing the point.

Firstly, there is just cause for such a law. Sexual discrimination exists and can ruin careers and possibly lives. Also, no employer should idly stand-by while a lecherous client humiliates one of its staff. Women, the most likely recipients of sexual harassment, should be able to work in environments without being subjected to unwanted advances – from colleagues or clients.

There is just one main problem with this law – the speed with which it has been introduced. No parliamentary debate was necessary and public awareness of the change is negligible. Crucially, employers have had little time to prepare and they will be the ones that end up paying the bill when such a cases arise.

There is nothing wrong with the law in itself and some of you might be surprised that it has taken this long to be enacted. The only problem is the way it has come about.

This is a big change so don’t get caught out – if you have time!