Adapting to the Worker Protection Act 2024: Key Insights for Hospitality and Logistics Employers

On 26th October 2024, the Worker Protection (Amendment of Equality Act 2010) Act 2023 came into force, introducing significant new responsibilities for employers across the UK. Designed to strengthen workplace protections against harassment, this legislation has particular implications for industries such as hospitality, catering, and logistics, where employees frequently interact with members of the public.

For businesses in these sectors, understanding and adapting to the changes is essential not only for legal compliance but also for fostering a positive workplace environment.

What Does the Worker Protection Act 2024 Mean for Employers?

The Act introduces two key changes:

1. Employer Liability for Third-Party Harassment
   Employers are now legally required to protect their staff from harassment by third parties, such as customers, clients, or suppliers. For example:

   • A waiter in a restaurant must be safeguarded from inappropriate behaviour by a diner.
   • A delivery driver must be protected from verbal abuse by customers during drop-offs.

   Employers who fail to take reasonable steps to prevent such harassment could now be held liable.

2. New Duty to Prevent Harassment
   The Act introduces a proactive duty for employers to take reasonable steps to prevent harassment in the workplace, whether from colleagues or third parties. This could include:

   • Updating policies and procedures.
   • Providing staff training on anti-harassment.
   • Implementing clear reporting channels for incidents.

Failure to meet this duty could lead to fines or claims against your organisation.

Why Hospitality and Logistics Are Particularly Affected

Hospitality and Catering
The hospitality sector often involves close interactions between staff and the public, from hotel receptionists to bar staff and waiters. Unfortunately, this can increase the risk of inappropriate behaviour or harassment from customers. Employers must take a proactive approach to create safe and respectful workplaces for their teams.

Logistics and Transport
In logistics, employees such as delivery drivers and couriers frequently engage with the public during drop-offs and collections. These interactions can sometimes lead to challenging or inappropriate situations. Ensuring drivers feel supported and protected is vital for maintaining morale and staff retention.

What Steps Should Employers Take?

1. Review Policies and Procedures

   • Update your harassment and grievance policies to reflect the new legal requirements.
   • Include specific guidance on dealing with third-party harassment.

2. Provide Staff Training

   • Educate your teams about their rights under the new Act.
   • Train managers to handle complaints effectively and sensitively.

3. Assess Risk Areas

   • Identify roles or locations where staff are more likely to interact with the public and may be at greater risk.
   • Implement measures such as additional staff on-site during busy periods or clear signage promoting respectful behaviour.

4. Establish Clear Reporting Channels

   • Ensure employees know how and where to report incidents.
   • Provide assurance that reports will be taken seriously and handled confidentially.

Standing with Employers in Hospitality and Logistics

At HTE Recruitment, we understand the challenges of managing and protecting a diverse workforce in industries as dynamic as hospitality, catering, and logistics. Beyond recruitment, we’re here to help you adapt to evolving legal requirements and create workplaces where your teams feel supported and valued.

From finding top talent to offering guidance on best practices, we’re committed to helping you navigate this new era of worker protection.

Let’s Talk

Do you need help reviewing your recruitment or workforce strategies in light of the Worker Protection Act 2024? Get in touch with us today:

📞 0161 300 7862

📧 [email protected]
🌐 www.hterecruitment.co.uk

Together, we can build safer, more compliant workplaces for your teams

HtE Recruitment News & Insights

This news and insights page has been written for HtE Recruitment and edited by Rick. HtE Recruitment take no responsibility for this post.