{"id":30307,"date":"2024-10-02T08:34:00","date_gmt":"2024-10-02T07:34:00","guid":{"rendered":"https:\/\/morson-edge.com\/?p=30307"},"modified":"2025-10-27T08:44:56","modified_gmt":"2025-10-27T08:44:56","slug":"loi-sur-legalite-protection-des-travailleurs","status":"publish","type":"post","link":"https:\/\/morson-edge.com\/fr_ca\/nouvelles\/loi-sur-legalite-protection-des-travailleurs\/","title":{"rendered":"Comprendre les changements \u00e0 venir dans la loi sur l'\u00e9galit\u00e9"},"content":{"rendered":"

\u00c0 partir d'octobre 2024, le\u00a0Projet de loi sur la protection des travailleurs (modification de la loi sur l'\u00e9galit\u00e9 de 2010)<\/a>\u00a0renforcera l'obligation pour les employeurs de prendre des \u2018mesures raisonnables\u2019 pour pr\u00e9venir le harc\u00e8lement sexuel.<\/h3>\n\n\n\n

<\/p>\n\n\n\n

Le non-respect de cette obligation pourrait entra\u00eener une augmentation des indemnit\u00e9s accord\u00e9es par les tribunaux pouvant aller jusqu'\u00e0 25%. Pour les entreprises confront\u00e9es \u00e0 ces changements, une pr\u00e9paration efficace avant la date limite d'octobre est essentielle pour assurer la conformit\u00e9 et sensibiliser l'ensemble de l'organisation. Dans cet article de blog, nous vous pr\u00e9senterons les principes qui sous-tendent la nouvelle l\u00e9gislation et nous vous indiquerons les mesures \u00e0 prendre pour vous pr\u00e9parer \u00e0 son introduction.<\/p>\n\n\n\n

Comment la nouvelle l\u00e9gislation a-t-elle vu le jour ?<\/h2>\n\n\n\n

Alors que les employeurs avaient d\u00e9j\u00e0 l'obligation l\u00e9gale de prot\u00e9ger les employ\u00e9s contre tous les types de harc\u00e8lement, la nouvelle l\u00e9gislation impose \u00e0 l'organisation de prendre des mesures pr\u00e9ventives plut\u00f4t que de traiter le harc\u00e8lement au fur et \u00e0 mesure qu'il se produit.<\/p>\n\n\n\n

Il convient de noter que certaines des modifications propos\u00e9es ont \u00e9t\u00e9 abandonn\u00e9es, notamment une obligation qui aurait rendu les employeurs responsables du harc\u00e8lement de tiers et une modification de la formulation de \u2018toutes les mesures raisonnables\u2019 \u00e0 \u2018mesures raisonnables\u2019. En outre, lors de la consultation du gouvernement sur cette nouvelle obligation de pr\u00e9vention, certaines organisations ont fait valoir qu'il aurait \u00e9t\u00e9 plus efficace d'am\u00e9liorer la l\u00e9gislation existante, soulignant le manque de clart\u00e9 des employeurs quant \u00e0 leurs obligations et aux mesures requises pour pr\u00e9venir le harc\u00e8lement.<\/p>\n\n\n\n

<\/p>\n\n\n\n

Si ces pr\u00e9occupations n'ont finalement pas \u00e9t\u00e9 consid\u00e9r\u00e9es comme des obstacles \u00e0 la mise en \u0153uvre de la nouvelle obligation, elles t\u00e9moignent de la n\u00e9cessit\u00e9 de communiquer clairement les attentes et les exigences qu'elle impose aux employeurs et aux employ\u00e9s.<\/strong><\/h2>\n\n\n\n

<\/p>\n\n\n\n

Pourquoi la nouvelle obligation l\u00e9gale est-elle importante ?<\/h2>\n\n\n\n

Malheureusement, malgr\u00e9 l'\u00e9volution des attitudes et des perceptions, due en partie \u00e0 l'\u00e9mergence du mouvement #MeToo, le harc\u00e8lement sexuel reste un probl\u00e8me sur le lieu de travail. Des recherches men\u00e9es par\u00a0le CIPD<\/a>, publi\u00e9e en 2020, a montr\u00e9 que 4% des employ\u00e9s ont d\u00e9clar\u00e9 avoir \u00e9t\u00e9 victimes de harc\u00e8lement sexuel au travail au cours des trois derni\u00e8res ann\u00e9es. La situation ne s'est gu\u00e8re am\u00e9lior\u00e9e depuis lors, avec\u00a0un r\u00e9cent sondage du TUC<\/a>\u00a0qui r\u00e9v\u00e8le que 58% des femmes disent avoir \u00e9t\u00e9 victimes de harc\u00e8lement sexuel, de brimades ou d'agressions verbales au travail. La m\u00e9connaissance des types de comportement qui constituent le harc\u00e8lement sexuel explique probablement que bon nombre de ces incidents ne soient pas signal\u00e9s. Bien que la nouvelle l\u00e9gislation ne permette pas \u00e0 un employ\u00e9 d'intenter une action ind\u00e9pendante pour violation du devoir de pr\u00e9vention (c'est-\u00e0-dire pour manquement de l'employeur \u00e0 l'obligation de prendre des mesures raisonnables pour pr\u00e9venir le harc\u00e8lement sexuel), il peut le faire parall\u00e8lement \u00e0 une action existante s'il a d\u00e9j\u00e0 signal\u00e9 un incident \u00e0 son employeur.<\/p>\n\n\n\n

Que signifient ces changements pour les employeurs ?<\/h2>\n\n\n\n

La Commission de l'\u00e9galit\u00e9 et des droits de l'homme (EHRC) a pr\u00e9vu de publier des orientations techniques (notamment sur ce qui constitue des \u2018mesures raisonnables\u2019) et des mises \u00e0 jour du code de pratique en mati\u00e8re d'emploi qui refl\u00e9teront la nouvelle l\u00e9gislation, et qui donneront aux employeurs des informations plus d\u00e9taill\u00e9es. D'une mani\u00e8re g\u00e9n\u00e9rale, cependant, les employeurs seront tenus de faire preuve d'une approche proactive pour pr\u00e9venir les cas de harc\u00e8lement sexuel \u00e0 l'encontre des employ\u00e9s. Bien que l'obligation de pr\u00e9venir le harc\u00e8lement par des tiers ait \u00e9t\u00e9 supprim\u00e9e, les employeurs pourraient subir des r\u00e9percussions en vertu de la nouvelle l\u00e9gislation s'ils ne traitent pas correctement les plaintes des employ\u00e9s concernant le harc\u00e8lement perp\u00e9tr\u00e9 par des clients, des consommateurs ou des membres du public.<\/p>\n\n\n\n

\u2018Les \u2019mesures raisonnables\" sont susceptibles de comprendre des mesures telles qu'une formation r\u00e9guli\u00e8re des employ\u00e9s pour s'assurer qu'ils savent \u00e0 quoi ressemble le harc\u00e8lement et comment r\u00e9agir s'ils en sont t\u00e9moins ou s'ils en font l'exp\u00e9rience. L'adoption d'une approche proactive pour lutter contre le harc\u00e8lement, par exemple en formant les cadres \u00e0 traiter les comportements inappropri\u00e9s avant qu'ils ne soient signal\u00e9s comme un probl\u00e8me, contribuera \u00e0 cr\u00e9er une culture de tol\u00e9rance z\u00e9ro et \u00e0 mettre les organisations en bonne position. Nous conseillons \u00e9galement aux entreprises de revoir r\u00e9guli\u00e8rement leurs politiques de lutte contre les brimades et le harc\u00e8lement, ainsi que leurs proc\u00e9dures de signalement, afin de s'assurer qu'elles sont efficaces et qu'elles contiennent des informations pertinentes et actualis\u00e9es qui d\u00e9crivent clairement les comportements inacceptables et la mani\u00e8re de les signaler. Votre fonction RH fait partie int\u00e9grante de la cr\u00e9ation et du maintien de m\u00e9canismes de signalement s\u00fbrs et de la garantie que toute plainte est trait\u00e9e de mani\u00e8re appropri\u00e9e, et elle doit donc avoir la capacit\u00e9 de fournir ce soutien en plus des exigences quotidiennes des RH.<\/p>\n\n\n\n

Pour \u00eatre efficaces, toutes les mesures pr\u00e9ventives, de la formation aux politiques et proc\u00e9dures de signalement, doivent \u00eatre communiqu\u00e9es \u00e0 tous les membres de l'organisation. Nous constatons que les enqu\u00eates men\u00e9es aupr\u00e8s du personnel pour recueillir des informations sur la mani\u00e8re dont les gens per\u00e7oivent les mesures pr\u00e9ventives, y compris la capacit\u00e9 de leurs sup\u00e9rieurs hi\u00e9rarchiques \u00e0 identifier le harc\u00e8lement et \u00e0 y r\u00e9agir, sont extr\u00eamement utiles, car elles permettent aux organisations de v\u00e9rifier si leurs efforts portent leurs fruits et d'identifier rapidement les domaines \u00e0 am\u00e9liorer.<\/p>\n\n\n\n

Pourquoi cr\u00e9er une culture de tol\u00e9rance z\u00e9ro ?<\/h2>\n\n\n\n

De notre point de vue, la nouvelle l\u00e9gislation donne aux organisations l'occasion d'\u00e9duquer et d'impliquer leur personnel, en s'effor\u00e7ant de cr\u00e9er une culture de tol\u00e9rance z\u00e9ro o\u00f9 les travailleurs se sentent soutenus et o\u00f9 ils savent que leurs plaintes seront prises en compte. Ces lieux de travail sont beaucoup plus susceptibles de conserver leurs meilleurs talents, il est donc utile de s'assurer que votre culture refl\u00e8te votre engagement \u00e0 pr\u00e9venir le harc\u00e8lement.<\/p>\n\n\n\n

Lorsque la l\u00e9gislation \u00e9volue, les entreprises les plus intelligentes agissent rapidement.<\/strong> Chez Morson Edge, nous vous aidons \u00e0 garder une longueur d'avance sur le changement - et non pas \u00e0 faire des pieds et des mains pour le rattraper.<\/strong><\/p>\n\n\n\n

De la r\u00e9vision des politiques et de la formation \u00e0 la conformit\u00e9 \u00e0 la strat\u00e9gie ED&I et \u00e0 la transformation culturelle, nos sp\u00e9cialistes des ressources humaines sont l\u00e0 pour renforcer votre fonction humaine et prot\u00e9ger votre entreprise.<\/strong><\/p>\n\n\n\n

Il s'agit d'une r\u00e9flexion plus pointue en mati\u00e8re de ressources humaines - avec les manches retrouss\u00e9es et des r\u00e9sultats qui tiennent la route.<\/strong><\/p>\n\n\n\n

Nous allons vous pr\u00e9parer pour la suite.<\/strong><\/p>\n\n\n\n

<\/p>","protected":false},"excerpt":{"rendered":"

From October 2024, the\u00a0Worker Protection (Amendment of Equality Act 2010) Bill\u00a0will increase the obligation on employers to take \u2018reasonable steps\u2019 […]<\/p>","protected":false},"author":8,"featured_media":30308,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[5],"tags":[],"class_list":["post-30307","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-latest_news"],"acf":[],"yoast_head":"\nUnderstanding the upcoming changes to the Equality Act<\/title>\n<meta name=\"description\" content=\"The Worker Protection (Amendment of Equality Act 2010) Bill increases the obligation on employers to prevent sexual harassment.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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