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Bullying and harassment
Major anti-harassment legislative changes are due to be implemented this October under the Employment Rights Act 2025 - are you ready? Drawing on their experience of working on board the largest ocean-going wooden ship in the world, Georgie Williams offers fresh perspectives on the vital importance of crowdsourcing when carrying out risk assessments and writing policies.
In our Employment Rights Act 2025 recap webinar, we highlighted key areas from previous sessions on the requirement to provide workers with a statement of the right to join a trade union; the expanded duty to take all reasonable steps to prevent sexual harassment; and aligning probation processes as a result of the reduction of the unfair dismissal qualifying period. Here we tackle 10 key recurring questions that came in during the webinar.
The Employment Rights Act 2025 packs an imposing number of employment law reforms into its 289 pages.
Are organisations legally obliged to carry out risk assessments? What happens if a complainant says they want to remain anonymous? The law relating to workplace harassment is complex and underwent significant changes in 2024, with further reforms expected to be introduced in October 2026 as part of the Employment Rights Act 2025.
Will the introduction of third-party harassment liability for employers lead to pub-goers being banned from discussing contentious subjects over a pint? And do employers really have little to fear from the risk of a tribunal claim in terms of ultimate compensation awards? Stephen Simpson sets out to bust some employment law myths.
To help HR leaders develop their strategies to tackle the practical and cultural challenges of recent and upcoming additions to anti-harassment legislation, Brightmine and HR Grapevine convened a roundtable discussion. During the event, industry professionals shared the key issues they currently encounter in dealing with workplace harassment.
Following significant changes in autumn 2024, the Government's Employment Rights Act 2025 promises further reforms to the harassment laws, including the introduction of explicit new third-party harassment liability. Employment judge Tina Elliott looks at the history of third-party harassment law, the current position and the changes on the horizon.
From 26 October 2024, employers of any size in England, Wales and Scotland have a specific duty to take reasonable steps to prevent sexual harassment of workers in the course of their employment. As the implementation date approaches, what should HR professionals be doing to ensure that their organisation is ready to comply with the new duty?
The Worker Protection (Amendment of Equality Act) Bill is almost ready to become law - but it is a shadow of its former self, says consultant editor Darren Newman.
We look at what HR needs to do to meet its employment law obligations and prepare for the coming year.
Commentary and insights: HR and legal information and guidance relating to bullying and harassment.