The CIISA Standards require screen sector businesses to provide safe and inclusive working environments. But they don’t explain what recent legal changes mean for your responsibilities. 

The Worker Protection Act 2023, which amends the Equality Act 2010, introduces a new legal duty: 

Screen sector businesses must take reasonable steps to prevent sexual harassment of workers. 

This note explains: 

• What counts as harassment 

• What the new legal duty requires 

• What CIISA and ACAS recommend 

• How this affects screen sector businesses like production companies and studios 

Harassment is defined under the Equality Act as unwanted behaviour related to a protected characteristic (such as sex, race, religion, or age) that has the purpose or effect of violating someone’s dignity or creating a hostile, intimidating, degrading, humiliating or offensive environment. 

In the screen sector, harassment may also intersect with discrimination. This could involve behaviour that excludes or undermines individuals based on gender, race, disability, or other protected characteristics, whether in person or online. 

• Sending or forwarding offensive messages, including ones targeting someone’s gender, race, or identity 

• Repeated late-night messaging about non-urgent work, especially where there’s a power imbalance 

• Excluding individuals or groups from production chats or group emails, creating a culture of isolation 

• Using group chat “banter” that reinforces stereotypes or makes people feel unwelcome 

• Sharing inappropriate images or jokes on messaging platforms used for work 

• Making derogatory comments on set or in production offices, especially those based on someone's background or identity 

• Excluding colleagues from team activities or social events, like wrap parties or group transport 

• Physically blocking or intimidating behaviour, such as standing over someone to assert power 

• Assuming someone isn’t capable of doing their role based on appearance or gender, such as not allowing women to assist with equipment setup 

• Unwanted physical contact, gestures, or invading personal space 

This behaviour can be particularly damaging in an industry that relies on freelancers and short-term teams, where many workers may feel that raising concerns could jeopardise future work. 

The CIISA Standards Framework (Standard 1: Safe Working Environments) makes it clear that businesses must actively prevent bullying, harassment, discrimination, and abuse. These expectations apply across all roles and contract types—including freelancers and contractors. 

The Worker Protection (Amendment of Equality Act 2010) Act 2023 introduces a key legal obligation: 

Screen sector businesses must take reasonable steps to prevent sexual harassment of workers in the course of their work. 

If a harassment claim is upheld and the business cannot show it took such steps, a tribunal can increase compensation by up to 25%. 

This builds on the Equality Act 2010, shifting the focus from responding to complaints after the fact to proactively preventing harassment from happening. 

This legal duty applies to harassment against anyone legally defined as a “worker”. That includes: 

• Employees 

• Freelancers 

• Contractors 

• Agency workers 

The screen industry often involves: 

• Short-term, freelance-based teams 

• Tight-knit networks where reputation matters 

• Blurred lines between work and social activity 

Because of this, many workers may: 

• Be unsure who to report concerns to 

• Fear losing work or being blacklisted for speaking up 

• Lack confidence that their complaint will be taken seriously 

It’s up to each business to create a safe and supportive culture where everyone understands the standards and knows how to raise concerns. 

Review and update your conduct policies 

Ensure your harassment policy: 

• Reflects the new legal duty to prevent harassment 

• Applies to all workers, including freelancers and short-term crew 

• Sets out what is and isn’t acceptable behaviour 

Training should cover: 

• How to recognise harassment 

• What “reasonable steps” look like in practice 

• How to respond when concerns are raised 

Make training part of each new project or production, where possible. 

Use production briefs, onboarding packs, or call sheets to communicate your standards. Set the tone early and make it clear that harassment won’t be tolerated. 

Ensure workers have confidential and accessible ways to raise concerns. Consider offering multiple channels, including anonymous or third-party options, or even allocating a trusted member of staff trained to manage these situations appropriately, should they occur. 

Document any complaints or informal concerns raised. Take swift, proportionate action and keep records. This is key to demonstrating compliance with your legal duty. 

CIISA sets the standard. The law sets the duty. But it’s screen sector businesses that shape the culture. 

The Worker Protection Act 2023 makes clear: prevention is no longer optional. Taking visible, proactive steps protects your team and helps build a screen industry where everyone feels safe and respected.