Reports, Guides & Playbooks

The Employment Rights Act raises the bar from "reasonable steps" to "all reasonable steps" to prevent sexual harassment, expanding employer liability to third-party conduct and strengthening whistleblowing protections. This toolkit is designed to help you understand where your organisation is exposed, what action is required, and how to evidence compliance in practice.

Most organisations have a reporting process in place, but that doesn't mean employees trust it enough to speak up. This buyer's guide helps HR leaders understand what to look for in an anonymous reporting platform, the common pitfalls to avoid, and how to choose a solution that supports compliance, trust, and culture change.

The Employment Rights Act represents the most significant overhaul of UK workplace rights in over a decade, introducing stronger employer duties around harassment prevention, whistleblowing protection and workplace accountability across every sector. This comprehensive guide explains what the changes mean in practice, and what organisations need to do now to prepare.

The Office for Students (OfS) Condition E6 sets clear regulatory requirements for Higher Education providers to prevent and respond to harassment and sexual misconduct. With the regulation now in force, institutions must demonstrate not just compliance, but a clear, proactive approach to creating safer environments for students and staff.

From 1 September 2026, the FCA’s Code of Conduct will extend to cover Non-Financial Misconduct (NFM). This means all FCA-regulated firms must treat serious bullying, harassment, sexual misconduct and other poor behaviour as regulatory misconduct. Download our action plan to:

From 1 September 2026, the FCA’s Code of Conduct will formally extend to include Non-Financial Misconduct (NFM). This represents a fundamental shift in how workplace behaviour is regulated across financial services, bringing issues like bullying, harassment, discrimination and sexual misconduct firmly into the regulatory perimeter.

The NHS Sexual Safety Charter sets a clear expectation for Trusts to take a zero-tolerance approach to harassment, sexual misconduct and harmful workplace behaviour. Alongside a tightening legal landscape, NHS organisations are now expected to move beyond policy and demonstrate proactive, evidence-based action to protect staff and patients.

The Worker Protection Act 2023 is now in force, strengthening employer responsibility to actively prevent sexual harassment in the workplace. It amends the Equality Act 2010 to introduce a legal duty on employers to take “reasonable steps” to prevent sexual harassment - extending liability beyond office environments to remote working, social events, and third-party interactions.