Tomorrow ( October 26 2024), the updated Worker Protection Act officially comes into force, marking a significant shift in how UK organisations are required to protect their staff from harassment.

This legislation places greater responsibility on employers to proactively create safer, more equitable work environments. But while the Act only applies within the UK, its principles and implications extend far beyond national borders.

For international education establishments – where staff operate across multiple cultures, countries, and professional environments – adopting these standards as best practice is essential, regardless of location.

Why this matters to international education

Unlike many other sectors, international education institutions operate in diverse and cross-cultural contexts, which can create unique challenges in ensuring staff safety. Employees in this sector frequently travel abroad for conferences, recruitment fairs and partnership meetings.

These off-site engagements are key to their work, yet they expose staff to a range of environments with different cultural norms, legal standards and informal dynamics.

Under the new UK legislation, employers are now obligated to show that they have taken “all reasonable steps” to prevent harassment of any kind. This duty isn’t limited to the physical workplace; it extends to all professional engagements and off-site activities.

For example, conferences and recruitment events – integral to the international education ecosystem – must now be assessed with this legal lens in mind. The risks of neglecting these responsibilities are not just legal but reputational, with long-term consequences for institutions’ standing in the sector.

Conferences: the pressure to perform and the challenge of accountability

Conferences are at the heart of the international education sector. They are where new partnerships are established, relationships are strengthened, and growth strategies are defined. However, these environments also carry a particular set of risks.

Staff are often far from home, working in high-pressure environments and, in many cases, participating in evening social events where informal networking takes place.

Power dynamics, the pressure to represent one’s institution well, and the presence of alcohol can create an environment that is more prone to incidents of harassment. Such incidents frequently go unreported due to fears of damaging relationships or career prospects.

The Worker Protection Act makes it clear that employers can no longer afford to take a passive approach. They are now legally required to proactively safeguard their employees, whether on campus, at a conference, or even during travel abroad. Institutions must adopt a more comprehensive and anticipatory approach to employee safety.

What should employers do?

Adopting the standards of the new UK Act as best practice, regardless of geographic location, offers international education establishments an opportunity to lead in building a global culture of safety and inclusivity. Here are some key measures institutions should consider:

1. Training and awareness: regular specialised training for all staff on identifying, preventing, and responding to harassment is imperative. This must go beyond defining inappropriate behaviour to include bystander intervention strategies and guidance on handling incidents in international settings. At Lead5050, we have found that such tailored training builds confidence and clarity, equipping staff to handle complex and sensitive situations in diverse environments.
2. Clear reporting channels: establish clear reporting pathways that function both on and off-campus. Employees should know exactly whom to contact and how to report incidents when they are abroad, and these processes must ensure confidentiality and clear, supportive follow-up.
3. Risk assessments for conferences and events: make risk assessments a standard practice for conferences, recruitment fairs, and other off-site engagements. This includes working closely with event organisers to set clear guidelines on acceptable conduct and making sure staff have accessible contacts and support systems in place when they are away from their usual base.

A global standard of best practice

Although the Worker Protection Act applies only to UK-based employers, the principles it enshrines represent global best practice. Cultural and legal norms around harassment differ widely from one country to the next, but adopting a proactive, zero-tolerance approach to harassment will bolster the credibility and integrity of any international education institution. In our interconnected and rapidly evolving sector, staff and partners alike expect institutions to uphold the highest standards, no matter where they operate.

Leading the way

The international education sector is dynamic, diverse, and inherently global. It’s our responsibility to embrace this legislation as more than just a legal requirement; it’s an opportunity to set a new benchmark for workplace conduct across the world. By actively embedding these standards into our policies, training, and risk management, we not only comply with UK law but also demonstrate a commitment to the safety and wellbeing of our staff and students globally.

This is not just about avoiding liability – it’s about leading by example. As institutions that engage with students and professionals across borders, we are uniquely positioned to model best practices and influence the wider international education community.

A new era of accountability

The Worker Protection Act 2023 demands more from UK employers, but the values it champions are universal. It’s time for international education establishments to rise to this challenge, embedding proactive measures that protect staff and strengthen their reputation as ethical and responsible employers on a global scale.

Regular training for every staff member, clear policies, and proactive risk management are not optional – they are essential.

By adopting these principles as a global standard, we strengthen our institutions and set a positive example for the wider sector. This new era of accountability will build stronger, safer, and more inclusive workplaces, enhancing the international education sector’s impact and integrity.