respectful behaviour training, USA News (London, United Kingdom): British builders who engage in wolf-whistling will be forced to undergo courses in respectful behaviour under Labour’s fresh workers’ rights laws. The push to rid construction sites of a culture of crude banter was outlined as the human rights watchdog issued new legal obligations for bosses. The guidance issued by the Equality and Human Rights Commission coincided with Angela Rayner’s Employment Rights Act 2025 coming into force, featuring a 141-page document utilizing a fictional construction firm to give an example of necessary changes it must implement to be compliant.
In the scenario, the watchdog warned construction has a high risk of sexual harassment because of the majority male make-up of its workforce, which had contributed to a dominant culture of crude banter. The example indicates that the company boss must push to create a more inclusive workplace culture by taking urgent action to prevent any unwanted harassment or face being hauled through the courts. Measures that could be undertaken to bring the firm into compliance include sending a formal letter to all clients and contractors to advise of the firm’s refreshed stance on tackling sexual harassment, according to reports.
The guidance adds bosses would have to organise training for all staff, with particular emphasis on inclusion, respectful behaviour and the importance of all staff reporting any sexual harassment. Reacting to the EHRC document, Shadow Business Secretary Julia Lopez warned it could leave businesses walking on eggshells. She stated that Labour’s new regime creates a climate where employers are left worrying about innocent comments their staff make that could end up falling foul of the rules.
Under Angela Rayner’s new laws, bosses can be held liable for employees who face harassment from third parties, which includes customers, contractors or freelancers. If a firm is found to have not taken all reasonable steps to prevent harassment linked to protected characteristics, they face being hauled into an employment tribunal and pay out uncapped compensation. Protected characteristics include age, disability, race, religion, sex, sexual orientation and gender reassignment.
EHRC chairman Dr Mary-Ann Stephenson stated that the law now requires employers to take all reasonable steps to prevent sexual harassment, meaning looking at where risks arise, acting before incidents happen and checking that preventative measures are effective. In its guidance, the watchdog also warns companies about staff behaviour at work parties, where alcohol is drunk and risks can be higher, noting that bosses can be held legally responsible for the harassment of their workers if they do not consider risks in advance.
