Harassment at Work
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The legal definition of sexual harassment provides that a person subjects a woman (or a man, as the case may be) to harassment if ‘on the grounds of her sex, he engages in unwanted conduct that has the purpose or effect (i) of violating her dignity or (ii) of creating an intimidating, hostile, degrading, humiliating or offensive environment for her.’
The conduct in question could be an isolated incident or remark, or a series of events which together create a degrading environment. Either way this is not something which you can be expected to put up with. If you feel you are being harassed on the grounds of your sex you may well have a claim in law. The time limits for lodging a claim in the Employment Tribunal are strict and any claim has to be lodged within 3 months of the last act of harassment. If you feel you are being harassed at work, do give us a call. We can advise on a way forward, based upon your objectives.
Harassment is defined in law in two different ways.
Harassment in the Protection from harassment Act 1997 is broadly defined as pursuing a course of conduct that amounts to harassment of another, which the offender knows or ought to know amounts to harassment. Harassment includes causing alarm or distress and the conduct must occur on at least two occasions.
Harassment in the Equality Act 2010 is where someone engages in unwanted conduct related to a protected characteristic (sex, race, disability, age, sexual orientation, religion or belief, gender reassignment or maternity/pregnancy) which has the purpose or effect of violating another’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that other.
Sexual harassment includes unwanted conduct of a sexual nature which has the purpose or effect defined above. Employers can be liable for harassment by a third party.
We are experienced harassment at work solicitors. Please call us. We can help you.