A workplace Christmas party. A nightclub gathering. A client meeting gone wrong. These are not unusual settings, yet they’ve become the backdrop of harassment cases that have cost businesses tens of thousands of pounds—not just in legal fees, but in damaged trust and morale.
As the Worker Protection Act (WPA) comes into force in 2024, employers face a new legal reality: prevention isn’t optional anymore.
Table of Contents
- What the Worker Protection Act Means for Employers
- The Cost of Workplace Harassment
- Case Spotlight: Real-World Failures
- Why Prevention is Better than Cure
- Taking Action
What the Worker Protection Act Means for Employers
The WPA increases the legal duty for UK employers to take proactive measures against sexual harassment. This extends beyond internal teams to include third-party harassment, such as inappropriate behaviour from clients, customers, or at off-site events.
For businesses, the stakes are high. It’s no longer enough to react after an incident occurs. The law demands proof of prevention.
The Cost of Workplace Harassment
Consider the case of Fernanda Hermosilla, as reported by the BBC. After experiencing inappropriate physical contact at a work Christmas party, Fernanda settled for £36,000. The mishandling of her case—where she was forced to work alongside the accused remotely—exposed the organisation’s failure to act.
These incidents are not isolated. Across industries, businesses have faced backlash for failing to create safe environments:
- Media: Gregg Wallace’s allegations put the BBC under scrutiny. Read More
- Digital Media: Claims at PinkNews revealed systemic issues. Read More
- Television: Industry-wide calls for accountability expose ongoing cultural silence. Read More
These cases remind us of the real risks: legal costs, reputational damage, and broken employee trust.
Why Prevention is Better than Cure
For employers, the question is clear: Are you doing enough?
- Have you identified where harassment risks exist?
- Do your policies address third-party harassment?
- Are employees equipped to report concerns safely?
Taking Action
Clusivity’s WPA Assessment helps businesses identify risks, address policy gaps, and build proactive measures that prevent harassment. In a world where prevention is mandatory, businesses that act now will not only protect their people but their reputations, too.
The WPA is not just a compliance requirement—it’s an opportunity to build workplaces where everyone feels safe, respected, and valued.
References
- O’Reilly, R. (2024, December 13). Christmas party harassment: Woman awarded £36k after complaint. BBC News. https://www.bbc.co.uk/news/articles/cwyx0pggz8eo
- Henman, E., & Christodoulou, H. (2024, December 11). Gregg Wallace ‘made sexual comments to 13 colleagues including BBC star Kirsty Wark’ as he steps down from. . . The Sun. https://www.thesun.co.uk/tv/31988939/gregg-wallace-steps-down-masterchef-probe/
- Parry, J. (2024, December 17). PinkNews bosses deny “malicious” sexual misconduct claims. BBC News. https://www.bbc.co.uk/news/articles/crmn4kwpkydo
- Goodwin, H. (2024, December 15). Gino D’Acampo caught in new harassment storm amid claims he ‘thrust his crotch’ at female staffer. . . The Irish Sun. https://www.thesun.ie/tvandshowbiz/14364622/gino-dacampo-harassment-female-staffer/
