Three quarters of businesses in the UK offer their employees flexible working, including remote and lone working arrangements.
While this provides employers and employees with considerable advantages, it also presents challenges, particularly in relation to safeguarding employees against sexual harassment.
Developing a robust lone working policy that addresses these risks is essential to creating a safe and supportive work environment.
Is sexual harassment a significant risk for lone workers?
Without the presence of colleagues or supervisors, lone workers may find themselves more vulnerable to inappropriate behaviour from clients, customers, or third-party contractors. Also, the isolated nature of lone working can make it difficult for victims to report incidents or seek help.
Sexual harassment is a prevalent issue in UK workplaces. In a poll published by the TUC, 3 in 5 women reported experiencing harassment or bullying at work in 2023, rising to 2 in 3 for 25- to 34-year-olds.
In the same poll, 39% of women said that the perpetrator was not another employee, but a third-party such as a client or supplier.
How can you address the challenges of reporting?
One of the main barriers to addressing sexual harassment in the workplace is the reluctance of victims to come forward. Fear of not being believed, concern about job security, or the perceived difficulty in proving incidents can deter individuals from reporting harassment.
Organisations must actively work to dismantle these barriers by fostering a culture of trust and transparency. This can be achieved by:
Empowering bystanders
Provide employees with Preventing Sexual Harassment Training so they can recognise and respond to signs of workplace sexual harassment.
Promote a culture where employees are encouraged and recognised for speaking up. Acknowledge those who report or intervene in incidents, reinforcing the message that supporting a safe work environment is a shared responsibility.
Confidentiality assurance
Implement confidential reporting options, such as encrypted online forms, dedicated phone lines, or third-party reporting services. These should be accessible and user-friendly for lone workers.
Clearly communicate the organisation’s confidentiality policy. Develop protocols for limiting the disclosure of information to only those who need to know to investigate or address the incident. This minimises the risk of retaliation or gossip.
What must an employer do to protect lone workers?
Fostering a culture of respect in the workplace has a positive impact both on the lives of employees and on the organisation itself because it positively impacts productivity and the bottom line. Employers also have legal duties to protect their employees.
Employers have a duty of care under the Health and Safety at Work Act 1974 to ensure, as far as is reasonably practicable, the health, safety, and welfare of their employees. This includes protecting them from harassment.
Sexual harassment is a form of unlawful discrimination under the Equality Act 2010. Employers are required to take reasonable steps to prevent harassment and can be held liable if they fail to do so.
The Worker Protection (Amendment of Equality Act 2010) Bill seeks to strengthen existing protections by placing a positive duty on employers to take all reasonable steps to prevent sexual harassment in the workplace. Employers could be held liable for harassment by third parties, such as customers or clients, if they have not taken reasonable steps to prevent it.
To learn more about an employer’s responsibilities, please read our article, How does the Worker Protection Bill 2023 affect your workplace?
You can also listen to our webinar, Sexual harassment in the workplace – how does new legislation affect employers?. In the webinar, Julie Temple, Partner at Birkett Long solicitors, discusses practical steps employers can take to ensure compliance with the Worker Protection Bill.
What does the lone working policy cover?
By defining the organisation’s commitment to employee safety and outlining specific measures to prevent and respond to harassment, a lone working policy not only sets clear expectations for behaviour, but also establishes a framework for proactive risk management.
The lone workers policy should clearly define what constitutes lone working within the organisation, including scenarios such as working in remote locations, during unsociable hours, or in isolated areas of a workplace. This helps identify situations where employees may be more vulnerable due to their isolation. It demonstrates that the organisation is aware of the unique risks faced by lone workers and is committed to addressing them.
These are the key elements of a lone working policy:
Risk assessment
Risk assessments are the foundation of a lone working policy. Conduct thorough risk assessments to identify potential hazards associated with lone working, including the risk of workplace sexual harassment.
Develop tailored safety plans for different lone working scenarios, considering factors such as the nature of the work, location, and potential interactions with third parties. Each plan should include the procedures and strategies tailored to address the unique hazards and challenges of a particular situation.
Technology and communication tools
Include reference to communication channels provided for lone workers such as personal safety devices, GPS tracking, and regular check-in systems.
Ensure that lone workers have reliable means of communication to seek help or report incidents promptly.
Clear reporting procedures
The lone worker policy should provide clear procedures for reporting and responding to incidents of harassment, ensuring that lone workers know how to seek help and support if they experience harassment. This can include confidential reporting channels, assurance of non-retaliation, and access to counselling or support services
Provide multiple channels for reporting, such as dedicated phone lines, anonymous online reporting tools, or direct contact with HR personnel.
Support systems and follow-up
Explain the follow-up process for addressing reported incidents so that it is clear concerns are taken seriously and resolved appropriately.
Offer support to employees who experience harassment. This could include access to counselling services, adjustments to work arrangements, or other measures to help them feel safe and valued.
Training and awareness
The lone working policy should outline the training provided for lone workers, such as Preventing Sexual Harassment Training and Lone Working Training.
At Praxis42, we offer Preventing Sexual Harassment Training, which equips all employees with the knowledge to prevent, recognise and respond to sexual harassment. This training ensures they understand their rights and the support available to them.
We also offer Lone Working Training to help employees identify the hazards and risks associated with lone working and learn effective strategies to mitigate these risks.
For course summaries and further information, please click on the links above. Alternatively, contact our friendly team on 0203 011 4242 or info@praxis42.com.
