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Business leaders trying to assess how to manage workplace toxicity can now access a new free quiz – which helps provide them with support. The interactive tool has been created by leading expert Philip聽Grindell, who says companies can鈥檛 afford to ignore new laws, which came into force on Saturday October 26 to try and counter

Mr聽Grindell, the founder of聽, also said the ongoing case involving the former Harrods owner Mohamed Al-Fayed聽 also exposes the risk that companies face over historic claims linked to inappropriate behaviour.

Although many businesses know they need to do more in this area, some struggle to know where to start.聽Mr聽Grindell鈥檚聽, which takes minutes to complete, is a comprehensive way to assess a business鈥� readiness to prevent problematic behaviours at work. The questions are based on research Defuse聽has carried out with Oxford University which was detailed in a recent white paper called The Inside Threat.

Valuable insights on risk assessment, warning signs, and training needs for employees will be given by the results. Mr聽Grindell聽said: 鈥淭oxicity in the workplace is not an issue to be taken lightly, as it can have real impact on your business, potentially damaging ESG credentials and reducing investment opportunities.

鈥淟eft unchecked, it can erode reputations, increase absenteeism, decrease performance and persuade some of your best employees to seek other employment. There are often visible signs of concerning behaviours that can be used to prevent any escalation, if they are identified early enough. Answers to tackling these sorts of issues can be found with a professional threat assessment and management process. The earlier they are recognised, the more time Investigators will have to devise and initiate any management plans that may be needed.”

“The guesswork about what needs to be reported can be removed by providing workshops and training for all employees so they can recognise indicators of harm and behaviours of concern. An anonymous or confidential reporting system can help to ease fears among employees and encourage those who have concerns to step up and voice their fears.鈥�

Commenting on the ongoing case involving Harrods, Mr聽Grindell聽said: 鈥淲hat this disturbing case shows is that businesses don鈥檛 just need to be aware of the here and now, they need to be mindful they could face historic claims from employees.

鈥淎mbulance chasing lawyers are wasting no time in trying to encourage people to make claims, so its vital businesses are better prepared.鈥�

His comments come as employers face a new duty under the law to take reasonable steps to prevent harassment of workers in the course of their employment. From 26 October 2024, employers will have a legal duty to take reasonable steps to prevent sexual harassment of employees in the course of their employment.

Harassment covers unwanted conduct related to a protected characteristic that is aimed at violating a person鈥檚 dignity or creating an intimidating, hostile, humiliating or offensive environment for them. Outlining what businesses should do to ensure they are compliant with the new legislation, Mr聽Grindell聽said:

• Have clear policies and develop and communicate clear policies on sexual harassment
• Invest in training and introduce new regular training
• Ensure you have reporting mechanisms and establish straightforward procedures for reporting harassment
• Conduct investigations promptly and thoroughly, being mindful of incidents where criminal offences may have been committed
• Guarantee confidentiality to workers who want to report incidents
• Ensure that non-retaliation is offered and reassure complainants that they will be protected
• Take appropriate disciplinary action against perpetrators where necessary
• Offer support to victims and provide access to counselling and support services