The Confidence vs Compliance Gap That Could Catch Employers Out
Our latest research, surveying 300 HR leaders, has exposed a dangerous mismatch between what employers believe and what they can actually prove.
91% of HR leaders are confident their organisation could evidence "all reasonable steps" were taken to prevent sexual harassment. Only half can back that up with a clear reporting process, and only half can evidence the actions taken once a report is made.
This gap matters more than ever. From October 2026, the Employment Rights Act will place a legal duty on employers to take all reasonable steps to prevent sexual harassment. Speaking to HR Magazine, employment law partner Matt Jenkin warned that confidence at this level is often misplaced at tribunal, and that the shift to "all reasonable steps" raises the bar further still.
As Gemma McCall, CEO and Co-founder of Culture Shift, put it:
"Evidence is crucial, and that's where most organisations fall short."
A policy, a training session, a risk assessment: none of it counts as evidence unless it's documented, dated, and reviewed.
The second finding cuts to the heart of the problem. Nearly 60% of employees who experienced harassment didn't report it. That means the vast majority of organisations relying on report volume as a proxy for safety are working from an incomplete picture, at best.
Gemma McCall's advice is to stop reacting to reports in isolation and start understanding prevalence. Anonymous reporting routes, paired with regular surveys that ask specific questions about harassment, give organisations a baseline they can track over time. A trend line becomes evidence in its own right, showing that prevention was actively considered rather than assumed.
Read the full article on HR Magazine, and for the full breakdown of the statistics in the article, download The Culture Shifters Annual Report.
.png)
What we're reading
Latest insights from the front lines of workplace culture.
%20(1).png)
The NDA Ban Under the Employment Rights Act: What It Means for HR
When you can no longer buy silence, you have to invest in safety. That's the shift HR teams now need to plan for. Some organisations have historically leaned on settlement agreements and non-disclosure agreements to resolve harassment complaints quietly, keeping the details contained and the reputational risk low. The Employment Rights Act 2025 closes that option down. Once the NDA ban comes into force, a culture of silence stops being something the law will let you enforce.
Third Party Harassment: The Blind Spot in Most Workplace Harassment Policies
Most harassment policies are built around one scenario: two colleagues, one incident. But a lot of harassment comes from outside the organisation - customers, clients, patients, delegates - and the law is catching up. Learn what third party harassment looks like in practice, where employer liability stands under the Worker Protection Act, and what changes from October 2026 under the Employment Rights Act, including a higher bar for "reasonable steps" and liability from the first incident.
Internal vs External Reporting Systems: What's Best for HR Teams?
Most organisations already have some way for staff to raise a concern: a line manager, an HR inbox, a form on the intranet nobody's touched since 2019. The question HR teams are asking now isn't whether they have a reporting system, it's whether the one they've got is good enough.
Feeling inspired?
Take the first step toward preventative misconduct management with a demo of our Report + Support™ platform. We can show you how to breakdown reporting barriers with anonymous 2-way messaging, and how to act before things escalate with name-matching and pattern-spotting across our analytics dashboard.
