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Prevent and address sexual and third party harassment at work
Employment Rights Act 2025 creates an new and far higher bar for employers to take ALL reasonable steps to Prevent and Address Sexual and Third Party Harassment. Third Party harassment extends beyond the protected characteristics of sex. There are no limits to the awards that can be made in cases of harassment and the Equality and Human Rights Commission can increase awards by 25% when ALL reasonable steps have not been taken. It is not enough to ' do something about it'. this will not meet the legal expectation. Ensure that you review policies, including those covering third parties, undertake scenario based risk assessments and train your managers and staff. This is not an area that you can ignore.
Coaching has many uses, it can facilitate thinking about different options, it can be used successfully for performance improvement. It's easy to learn and use.
Equality Impact Assessment enables us to get things right at the start of a policy, procedure or project. We think about and include everyone at the start .
Stress is the number one reason for absence at work in the UK. We need to look after our staff at work. This is a Health and Safety Executive area of focus.
Disability, Neurodiversity and Reasonable Adjustments at Work. Review policies and procedures and train managers. Create and inclusive workplace for all
Menopause at Work. New legal duties arising from the Employment Rights Act 2025
Mental Health and Wellbeing are not just nice to have. It is a legal duty to ensure the welfare of staff at work