From 13 June 2023 the timeframe to raise a personal grievance related to sexual harassment changes from 90 days to 12 months
Coming forward to report sexual harassment events can be difficult. It’s common for victims of such events to wait a long time before coming forward, if at all.
The change of timeframe aims to improve the personal grievance process for victims of sexual harassment which has occurred in their employment by allowing them more time to consider what happened before deciding to come forward.
The new timeframe applies to sexual harassment events that happened, or came to the notice of the employee, on or after 13 June 2023. This new timeframe applies even if the person leaves their employment during the 12-month period.
What action do organisations need to take?
Organisations should do the following:
Update employment agreement templates with the new information
Existing employment agreements don’t need to be updated, but communicate the changes (in writing is best) with your people so they are aware of the changes
If presenting a new or varied employment agreement to existing staff in future, this is an opportunity to include the changes
Ensure any policies reflect the changes to the extended timeframe.
The timeframe for all other personal grievances remains at 90 days.
If you have any questions about this blog please get in touch with one of the team.
This information is general guidance only, and you should not solely rely on this information; specific advice should be sought for your situation.