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          Reducing the cost of





          workplace conflict










            A new Act comes into force in October placing duties on employers to

            take ‘reasonable steps’ to protect employees from sexual harassment






              ccording to ACAS, workplace conflict            it to an employment tribunal all relate to
          Acosts UK organisations £28.5bn a year –            equality issues - race, disability and sexual
          that’s an average of £1,000 per employee.           harassment.

          Multiply the number of employees by £1,000          While the Covid furlough scheme meant
          and you have some idea of how much these            fewer people were dismissed from their jobs,
          disputes cost your organisation annually. This      the number of sexual harassment claims
          is sometimes nicknamed ‘conflict tax’.              continued to rise during the pandemic years.
                                                              This is due in part to the ‘Me Too‘ movement
          The headline statistics on workplace conflict       empowering more people to speak out.
          are staggering. Close to 10 million people
          a year experience it and, of these, over half       However, recent times have also seen the
          suffer stress, anxiety or depression as a           rise of ‘alpha male’ social media influencers
          result.                                             like Andrew Tate, who have fuelled a rise in
                                                              misogynistic behaviour which can often spill
          Just under 900,000 take time off, nearly half       over into the workplace.
          a million resign, and more than 300,000 are
          dismissed.                                          To try to reverse that long-term trend, The
                                                              Worker Protection (Amendment of Equality
          As well as the direct costs of lost productivity,   Act 2010) Act 2023 will come into force on
          formal grievance processes and conflict-            26 October 2024. This will place new duties
          related resignations, there’s also the knock-on     on employers to take ‘reasonable steps’ to
          effect on organisational culture. A disgruntled     protect employees from sexual harassment
          employee can significantly impact the               at work. It will also give tribunals the power
          engagement levels of their colleagues and/or        to increase compensation payments by up to
          relationship with your clients.
                                                              25% if an employer breaches this duty.
          After unfair dismissal, the most common
          causes of workplace conflict that make                                                            





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