Overview

This bill, the Sexual Impropriety in Employment Act 2013, aims to restrict employment tribunal claims of sexual impropriety to cases where the alleged misconduct is a crime and has been reported to the police. It intends to limit the circumstances under which such claims can be brought.

Description

The bill mandates that employees cannot bring claims of sexual impropriety to employment tribunals unless the alleged misconduct is a criminal offense and has been reported to the police before the tribunal proceedings begin. "Allegations of sexual impropriety" are defined as any allegations of sexual harassment or other sexual conduct that would constitute a crime if proven. The Act would come into force two months after it is passed.

Government Spending

The bill is not expected to significantly impact government spending. While there might be a minor reduction in tribunal costs if fewer cases are brought, the exact financial effects are not detailed in the bill itself and are likely to be minimal.

Groups Affected

This bill primarily affects:

• Employees: Employees alleging sexual impropriety will be significantly impacted. Their ability to pursue claims through employment tribunals is severely restricted, potentially leaving them with fewer legal avenues for redress unless the misconduct is criminal and reported to the police.
• Employers: Employers may potentially face fewer employment tribunal claims related to sexual impropriety. However, they remain legally responsible for creating a safe working environment.
• Employment Tribunals: The number of sexual impropriety cases heard by employment tribunals is likely to decrease, potentially freeing up resources.
• Police: The bill increases the workload on the police by requiring reports before employment tribunal claims can be brought.

Powered by nyModel