On January 25, 2025, the Prevention of Sexual Harassment Law (Amendment No. 16), 2024, will come into effect, expanding its scope not only to manpower contractors employees but also to service contractor employees. In this context, the definition of “service contractor” is very broad – anyone whose occupation involves providing a service, through their employees, for another party.
According to the law amendment, rules established under the Prevention of Sexual Harassment Law that apply to manpower contractors will now also apply to service contractors, service contractor employees, and service recipients (except for determining the number of recipient’s employees).
In accordance with the law amendment, every employer with more than 25 employees is required to update their sexual harassment prevention policy to incorporate the new provisions. In this context, we remind you that violating the obligation to publish such a policy may have consequences, both in civil and criminal contexts.
We recommend that every employer utilize the period until January 25, 2025, to implement the required amendments to their policy. We will be happy to provide further clarifications.
The content in this communication is provided for informational purposes only and is not intended to be comprehensive. It does not serve to replace professional legal advice required on a case by case basis.
Key Contacts
Haim Berenson
Senior Partner
Ofer Ravid
Partner
Assaf Berenson
Partner
Yael Dolev
Partner
