Complaints to the Labour Department of sexual harassment in the workplace are rising, while many businesses still lack the policies required by law to protect staff, Chief Labour Officer Wayne Sobers has warned.
Speaking at a Barbados Employers Confederation (BEC) breakfast meeting, Sobers said clear guidelines were essential to creating a respectful working environment.
Sobers added: “Too many businesses still don’t have the policy in place, and it’s against the law to not have a policy. Make sure you’re training people that sexual harassment is not acceptable. It’s a matter of respect, and you have to train your people.”
The chief labour officer explained that workplaces can quickly become bogged down in complex disputes when clear frameworks and training are absent. He highlighted that investigations often devolve into conflicting accounts that consume valuable time and organisational energy.
“In many instances, it is he said, she said — or rather, she said, he said — and it takes up a lot of time and it takes a lot of energy for the business.”
Sobers urged employers to ensure staff members are properly educated on what specifically constitutes sexual harassment under the legislation, as well as the disciplinary consequences for breaches.
At the same time, he cautioned that complaints must be thoroughly investigated to distinguish genuine misconduct from false allegations or misunderstandings, reminding employers to be attentive to the broad legal definition of the workplace.
“You have to make sure that the allegation is proved because sometimes persons may make an allegation, sometimes it may be a false allegation, sometimes it could be a situation where the person is overly sensitive.
“We receive an increased number of complaints,” Sobers said.
He stressed the importance of properly investigating allegations and understanding the legal definition of a workplace, noting that disputes could arise over conduct in spaces shared by employees.
To assist businesses struggling to draft appropriate guidelines, the Labour Department chief pointed employers towards existing resources. A sample sexual harassment policy, developed in conjunction with the Impact Justice Project, remains accessible via the department’s official website, providing a foundational template for companies looking to update their internal governance.
Labour officials have reiterated that inspections will increasingly focus on whether employers maintain adequate anti-discrimination and harassment policies.
BEC Executive Director Sheena Mayers-Granville announced that the BEC is preparing to roll out new self-paced training programmes specifically designed to help employers educate their workforces on the subject. This upcoming initiative aims to bridge the knowledge gap and support companies in meeting their compliance obligations.
Workplaces have been urged to review their current employee handbooks, institute mandatory training sessions and foster zero-tolerance cultures before inspectors visit their premises.
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