Kate: 0:29

Picture this it's quarter past eight on a soggy Tuesday morning. I've just popped into a local indie design agency to grab a decent Americano and overhear a bit of real-life HR drama unfolding. The owner's sliding across the floor in socks, waving a half-unplugged laptop and shouting Do we actually have to do sexual harassment training now? I thought that was just for the BBC or companies with actual HR departments. Meanwhile the junior designers knocked over a mood board, the office dogs chewing through a USB cable and I swear I hear the whoosh of a tribunal deadline flying past. Now just to be clear, this is not one of my clients. My clients already know about this law. They've had the update, the policy and the training plan sorted months ago. That's the beauty of having me in your corner it's one less thing to think about. But if that scene feels even a little bit familiar, then this episode's for you. Grab your brew and stick with me, because by the end you'll know exactly what the law says, why it matters and what you should be doing right now to stay compliant and protect your people.

Kate: 1:49

Welcome back Kate Underwood, here buzzing at you from shock, a sunny new forest. You're listening to Buzzing About HR, the podcast for small business owners, accidental HR folk and anyone trying to run a decent, compliant workplace without drowning in jargon. Show notes and links are online, so no frantic scribbling required, let's get into it. Are online, so no frantic scribbling required, let's get into it. Part one setting the scene Back in October 2023, the Worker Protection Amendment of Equality Act 2010.

Kate: 2:24

Act was passed. The big change From October 2024, employers now have a legal duty to take reasonable steps to prevent sexual harassment at work. And here we are in June 2025, nearly a year into enforcement. So let me ask you have you actually done anything about it yet? This law is about prevention, not reacting after a complaint, not hoping it never comes up. It's about being proactive, creating a culture where harassment isn't ignored, tolerated or brushed off as banter.

Kate: 3:03

Part two real sexual harassment cases you need to know about. Let's look at what's been happening in real workplaces across the UK, because this law isn't hypothetical anymore. These are real tribunal cases with real financial and reputational consequences. Case 1. Tesco 45k payout. Part-time worker Lara Story made a complaint of sexual harassment. Tesco investigated. They upheld the complaint, but the colleague stayed. She was left feeling unsupported and ultimately victimised. The result a $45,000 settlement and some very public headlines Lesson just saying you support someone isn't enough. You have to act and protect them once they speak up.

Kate: 3:57

Case two salon text messages. At a small London salon, the owner repeatedly messaged a junior stylist with inappropriate comments flirty emojis, comments about her appearance, late night jokes about her love life. She told him it made her uncomfortable. He laughed it off. Then her hours were cut. The tribunal said sexual harassment and victimisation. The award Just over 18,000 talons, and remember his intention didn't matter. What mattered was her experience. Case three Just banter isn't a defence.

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A female engineer in a manufacturing company was subject to ongoing sexual jokes and suggestive comments from a male colleague. She complained. Management told her to lighten up. She took them to tribunal and won 25,000 tonne in compensation and a clear warning from the judge that banter isn't an excuse if it makes someone feel humiliated or unsafe. These aren't extreme situations. They're everyday examples and that's exactly why this law exists.

Kate: 5:17

Part three what you should be doing Now. Let's talk about you. If you're thinking, okay, but what does reasonable steps actually mean for my small business? This is your bit. Start with a proper, up-to-date anti-harassment policy, not something copied and pasted from a free template in 2016. Make it readable, relevant and actually used.

Kate: 5:45

Next, training it doesn't have to be formal or fancy. Host a team session, use examples, get people talking. It's not about ticking boxes, it's about making it real. You also need safe and accessible reporting routes. If someone's only option is their manager and that's who they're reporting, then they've got no route at all. Offer an alternative another senior, an external contact, even an anonymous form. And then there's culture. Policies and training are great, but if your culture says we laugh it off or it's just how Dave is, that's where the problem lies. And last but not least, keep records. If you're doing training, updating policies or having conversations, make a note. It all counts. Here's the moment everyone dreads. But't worry, we've got this.

Kate: 6:47

If someone raises a concern, step one listen privately, without judgment or interruption. Step two write it down. Stick to facts who, what, when, where. Step three don't make promises, just reassure them. It'll be taken seriously. Then decide what happens next. Is this something that can be resolved informally or does it need a formal investigation? If it's formal, investigate properly, speak to both sides, be objective, stay fair. If it's too close to home, bring someone in. Then decide and act and ask yourself what do we learn from this. What can we put in place to stop this happening again? And, of course, follow your policy. If you don't have one yet, make that your very next step.

Kate: 7:45

Part five myth busting and mini dramas. Time to bust some myths. These are real things I've heard this year. We don't do training. Then it's time you started. This is one area you can't afford to skip. It's just banter, no, not if it makes someone uncomfortable. It doesn't matter how it was meant. What matters is how it lands. We've never had a complaint. That might be because no one feels safe enough to speak up. We're too small. There is no size exemption.

Kate: 8:22

If you employ people, this law applies to you. Part six listener Q&A. Right, let's get into a few of your cracking questions. Q. If it happened on a work night out, does it still count Absolutely? Work socials and work responsibility that pub garden is still on you.

Kate: 8:50

Q. What if it was a customer, not a colleague? You still have a duty to protect your staff. Deal with it. Q. Can we handle it informally? Sometimes? Yes, but only if the person affected agrees and you still need to document it and follow up.

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Q. What if the accused is a manager? You must have an alternative reporting route always Q. Do we have to do this every year? Ideally yes. Short refreshes go a long way and show you're staying proactive. Got more questions? Keep them coming. I may do a bonus episode just for this.

Kate: 9:28

Part seven Buzzword of the week Proactive prevention. That's what this is all about. Don't wait for the week. Proactive prevention that's what this is all about. Don't wait for the complaint. Don't hope it never happens. Take action now and you'll thank yourself later. Let's end on a high.

Kate: 9:50

A local retail business I know not a client, just someone doing the right thing had a staff member raise a concern about inappropriate comments from a regular customer. What did they do? They took it seriously, banned the customer, updated their training, told the team we've got your back. Another small company I know 12 staff, no HR department ran a training session over coffee and croissants, reviewed their policies and created an anonymous reporting option. Six months later, someone used it. The issue was handled calmly, fairly and privately. Both people felt heard and trust in the business grew stronger.

Kate: 10:35

It doesn't take bells and whistles, just care, intention and a plan, final thoughts and a pep talk. You don't need to be perfect, but you do need to be prepared. This law isn't just about compliance, it's about decency. It's about creating a workplace where people feel safe, respected and able to focus on their actual job. And if you're thinking right, I need help with this. That's what I'm here for. Pop over to kateunderwoodhrcouk or message me on LinkedIn. Let's take this off your plate. That's it for today's episode of buzzing about HR. If this helped you, share it with another small business owner, leave me a cheeky review, or just send it to someone who still thinks banter is a culture strategy. Until next time, stay buzzing, stay brave and remember prevention beats panic every single time. Bye for now.