Sexual harassment is an undesired harassment and humiliation that a person faces in the workplace. A coworker, manager or subordinate can sexually harass an employee or colleague. Sometimes, it can also be practised by a person who is not from the office premises such as a client, contractor, vendor or even customer. When an employee or any person in the office premises is sexually harassed it is a core responsibility of an employer to take strict action over it or face legal consequences.
Concept of third-party Sexual harassment
Third-party sexual harassment refers to harassment an employee faces from a person who is not from the organisation. Client vendors or customers are some examples who visit the office for some or other seasons and can harass an employee from the company. Other examples include employees from different companies who visit and offer several services or independent contractors working for the company. Sexual harassment can not only affect the mental health of the employee but will also result in reputational damage to the company and employer if they don’t take strict action against it.
What an employee can do if they witness third-party sexual harassment?
- Ensure that employees are aware of third-party sexual harassment and understand what to do if they encounter it.
- If an employee is facing unacceptable actions by a third party and fails to respond, the employer is legally liable for those actions.
- The employer must thoroughly investigate the circumstances of the incident and take appropriate measures.
- If an employee who has experienced sexual harassment files a complaint against a third party, the employer must not behave inappropriately towards the employee, as this is legally prohibited.
- The organisation or employer must protect the employee by fostering a supportive and positive work culture around them.
