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Sexual harassment law in Bristol, as in the entirety of the United Kingdom, is governed under the Equality Act of 2010. This legislation defines sexual harassment as any unwanted behaviour of a sexual nature that violates an individual's dignity, creates a hostile or offensive environment, or is degrading. The law is applicable to all public and private sectors and includes cases occurring in schools, universities, workplaces, or public spaces.
In many situations, individuals may require legal help in matters of sexual harassment. This could be required to guide and represent victims who are pursuing charges or seeking justice for the harassment they have faced. Legal help is also crucial when victims want to understand their rights, gather evidence, calculate potential compensation or simply need support in navigating their way through the complexities and procedures of the legal system. Furthermore, businesses may also need legal advice to understand their responsibility to protect their staff member’s rights and ensure a harassment-free environment.
The Equality Act 2010 forms the backbone of sexual harassment law in Bristol. The law clearly indicates that it is unlawful for someone to harass you because of your sex. Unwanted behaviour can include spoken or written words, imagery, physical gestures, jokes, or pranks. The law also protects those who are falsely accused or defending themselves against such claims. Employers themselves can also fall foul of the law if they fail to take appropriate steps to prevent or address workplace sexual harassment.
In general, you have three months less one day from the date of the incident or the last incident in a series to make formal complaints or go to an employment tribunal. It is advisable to seek legal advice as soon as possible.
Yes, sexual harassment is unlawful regardless of whether it happens at work, at a work social event, in a public space, or online.
Inform the harasser that their behavior is unwanted and unacceptable. If it continues, report it to your manager or another responsible person. It may also be beneficial to speak to a lawyer to explore further legal actions that you may be able to take.
If you decide to make a claim, you may have to attend a hearing at a tribunal where evidence will be presented. Possible outcomes can range from an apology, changes in working conditions, financial compensation, to dismissal of the offender.
They can implement a clear policy that defines and condemns sexual harassment, carry out regular staff training, provide support for employees facing such issues, and ensure reports made actually lead to meaningful actions.
The Equality and Human Rights Commission is a statutory body established to help enforce and promote equality. Similarly, Citizens Advice provides free, confidential information and advice to assist people with legal, financial, and other problems. Trade Unions also offer valuable advice and legal assistance to workers.
If you need legal assistance with a sexual harassment case, your first action should be to consult with a solicitor specialising in employment law. It is important you document all instances of harassment, including dates, times, locations and any potential witnesses. This can help provide strong evidence if you decide to pursue formal actions. Remember, seeking advice early can increase your chances of achieving your desired outcome.
