The guidance aims to assist employers on how to identify and support people that face sexual harassment at work and on how to prevent pregnancy and maternity discrimination.
This guidance includes examples of how sexual harassment can occur at work, such as:
The guidance confirms that employers have a responsibility to be clear with staff about the sorts of behaviour that is unacceptable and to ensure that they have robust workplace policies to address instances of sexual harassment. In addition, it was highlighted that a complaint of sexual harassment need not always be directed to a supervisor or manager. Employees may feel more comfortable reporting instances of sexual harassment to a member of HR, a designated 'fair treatment contact' or a local trade union representative.
Finally, it is important to note that sexual assault and physical threats are criminal acts that should be reported to the police.
The guidance follows an increase of almost 10% in calls to ACAS in relation to pregnancy and maternity related issues and outlines that employers should:
In addition, advice is given to employers on how to help managers deal fairly with women at work and ensure compliance with the Equality Act 2010. It outlines that: