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What Employers can learn from the Greg Wallace’s experience
Recent allegations surrounding Greg Wallace, a prominent presenter on the BBC, have stirred significant attention. While most allegations are historical and predate current sexual harassment laws and the Worker Protection Act 2024, they highlight critical lessons for smaller employers — especially those working with external agencies, contractors or freelancers.
This situation has not only raised potential litigation concerns, but has also inflicted considerable reputational damage on the Corporation. However, what’s often overlooked in the coverage is this: Greg Wallace is not an employee of the BBC, but has worked with various production companies contracted by the Corporation.
For small businesses relying on third-party contractors, this raises essential questions:
What responsibilities do you have when allegations surface about non-employees?
Can you discipline individuals who don’t directly work for your organisation?
How far should you go to prevent harassment, including sexual harassment, by external workers?
Could you require contractors to remove an individual from your site or contract in extreme cases?
Understanding Your Duty to Prevent Harassment
With the introduction of the new preventative sexual harassment law, employers must take greater responsibility. Previously, it was sufficient to act reasonably once harassment was reported. Now, the bar is higher: employers must actively prevent harassment from occurring in the first place.
We’ve discussed this extensively in our newsletters and webinars, but here’s a quick refresher:
Proactive Prevention: Employers need policies and training that address harassment before it arises, whether from employees, contractors, or third parties.
Extended Accountability: If contractors or third-party workers engage in harassment, the organisation hiring them may still bear responsibility for ensuring a safe environment.
Protect Your Own Staff: Beyond external risks, employers must also shield their employees from potential harm caused by clients or external collaborators.
Lessons from the BBC’s Approach
The BBC’s apparent inaction in this case, despite the allegations being tied to a third party, has resulted in reputational damage. Organisations may face similar risks if they fail to act. Whether you’re running a pub employing outside caterers, a sports club hiring maintenance staff, or a doctor’s surgery engaging NHS workers, the principles are the same:
Take Allegations Seriously: Even if the accused isn’t a direct employee, the risk of reputational harm or litigation remains.
Communicate Expectations: Clear policies should outline acceptable behaviour for all parties operating within your organisation, including contractors and subcontractors.
Collaborate with Third Parties: In extreme cases, you may need to demand the removal of an individual from a site or contract. Even if they are a customer, if they do not understand the effect their actions are having on people, then you may have to politely inform them that you can no longer work with them as your first duty is to protect your workforce.
Protecting Your Organisation
Ultimately, the BBC’s experience serves as a cautionary tale for employers. By failing to address these issues proactively, they’ve exposed themselves to reputational harm and scrutiny. For SME employers, the stakes are just as high — even if on a smaller scale.
Key Takeaways for Small and Medium Sized Employers:
Review your sexual harassment policies, and ensure they extend to contractors and third parties that your workforce may have regular contact with.
Risk assess and identify realistic control measures to help protect your people from harassment.
Train your team and external collaborators on harassment prevention.
Establish protocols for addressing allegations involving non-employees.
Remember, safeguarding your business isn’t just about legal compliance; it’s about maintaining trust and a safe, inclusive work environment for everyone.
The guidance provided in this article is just that - guidance. Before taking any action, make sure that you know what you are doing, or call an expert for specific advice