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• 52% rise in ‘sexual harassment related’ calls to LRA information line

The Chief Executive of the Labour Relations Agency for Northern Ireland (LRA) has called on business and organisational leaders to prioritise ‘culture’ if they’re to tackle the escalating problem of sexual harassment in the workplace.

The culture-first approach follows recent allegations against a number of high-profile presenters and celebrities, such as Mohamed Al-Fayed, with organisations being accused of cover-up and ‘blind-eye’ management.  

The advice also reflects an uplift in the number of calls received by the LRA’s Workplace Information Service, with queries relating to sexual harassment up by 52% from 2023 to 2024 alone. It is anticipated the volume of calls will increase by a further 35% by the end of the year.

“With the ending of violence against women and girls a government priority, it is inconceivable that gateway behaviour such as sexual harassment and abuse of power goes unchecked for so long,” said Mark McAllister, Chief Executive of the LRA.

“Whether it’s an imbalanced power relationship, regarded as an ‘open secret’, fear of backlash, ‘his word against hers’, passed off as a bit of harmless banter, or a case of ‘protecting the prized asset’, the reality is these problems are not addressed and shameful workplace practices are putting staff, who are mostly female, at unacceptable risk.”   

The sharp rise in the level of calls to the Workplace Information Service also reflect the findings of a 2023 TUC poll*, revealing two in three young women have experienced sexual harassment, bullying or verbal abuse at work.

In response, the LRA has worked in conjunction with the Irish Congress of Trade Unions (ICTU) to develop specialist guidance for both employers and employees.

‘Eliminating Sexual Harassment from the Modern Workplace’ offers best practice advice and includes sample policies which can be adapted to suit specific business needs, but its central theme is mitigating the issue through a positive company culture.

“Policies and procedures are vital, but our challenge to every organisation – large and small – is to create a positive, inclusive and safe workplace culture where everyone is treated equally and with respect, and a zero-tolerance approach to harassment is the norm,” added Mark McAllister.

“Those affected, and their colleagues, including men, must be empowered to call out inappropriate or abusive behaviour. And if raised, complaints must be tackled head on and properly investigated.”

With the Christmas party season underway, the LRA is also reminding businesses that the office party counts as an extension of work and the laws covering discrimination still apply.

“Once again, it all relates to company culture, as this is the bedrock of an organisation. Setting the tone from the top and being crystal clear on the zero-tolerance approach, whatever the occasion, sends out a clear message about what is appropriate and how such issues will be dealt with.”

The LRA guide is available from https://www.lra.org.uk/resources/advisory-guide/sexual-harassment-guidance-march-2024

*TUC poll 2023  https://www.tuc.org.uk/news/new-tuc-poll-2-3-young-women-have-experienced-sexual-harassment-bullying-or-verbal-abuse-work

• North West first to offer post graduate course in mediation

The application of ‘conflict resolution’ strategies to the workplace could significantly reduce the staggering £1billion in costs which the NI economy is forced to bear each year, according to the new Chief Executive of the Labour Relations Agency for Northern Ireland (LRA).

• NI businesses urged to follow lead by taking part in four-day working week pilot

With flexible working increasingly viewed as a recruitment and retention game-changer, the Labour Relations Agency and social enterprise, Timely Careers are urging Northern Ireland businesses to consider joining their GB counterparts for the second four-day working week pilot.

A research report commissioned by the Labour Relations Agency (LRA) reveals that ‘good jobs’ could help reverse the cost of workplace conflict within Northern Ireland, which burdens employers and the local economy with a staggering £1billion in costs per year.

“Redefining the concept of a ‘good’ job, which embraces flexibility in all its forms, is a necessity if we’re to achieve a more inclusive and productive economy.”

• New Guide aims to Eradicate Sexual Harassment in the Workplace

Contemporary flexible working practices, and their potential to power productivity and a more inclusive labour market will be the focal point of the Labour Relations Agency’s upcoming annual conference.

Our Workplace Information Service have observed a notable surge in enquiries from both employees and employers regarding redundancy.

The Working Time (Amendment) Regulations (Northern Ireland) 2023 came into force on 1st January 2024 and set out the legal obligations on carry over of holiday and what constitutes  pay for the purposes of calculating holiday pay.

The long awaited decision from the Supreme Court in the case of Chief Constable of Police Service of Northern Ireland v Agnew and others [UKSC33] was passed down on the 04/10/2023.

In essence the case was about how to properly calculate holiday pay and how far back claims can go where the amount was miscalculated.