Most organisations spend a lot of time thinking about policies, investigations, and legal risk when it comes to sexual harassment at work. But in reality, trust is usually shaped much earlier than that. It is shaped in the first conversation. The moment someone decides to tell another person what has happened to them. That first […]
One of the most common misconceptions in workplace investigations is that evidence only means hard proof. People often assume that unless there is CCTV footage, a written confession, or a perfect paper trail, an investigation cannot go anywhere. In reality, workplace investigations are usually built from multiple sources of evidence considered together. The role of […]
Most workplace issues do not start with a formal complaint. They start with something small. A comment that lands badly. A tension in a meeting. A pattern of behaviour that does not feel quite right. Leaders notice these moments. They sense when something is drifting. But very often, nothing happens straight away. Not because people […]
Most employers do not lose tribunal cases because of one joke. They lose them because of what they tolerated afterwards. Comments dismissed as banter. Concerns minimised. Early warning signs ignored. In many organisations, behaviour does not escalate because people intend harm. It escalates because boundaries are unclear and leaders hesitate to step in early enough. […]
Most organisations say they want employees to speak up. Policies are written, reporting channels are introduced and leaders encourage people to raise concerns when something does not feel right. But the real test of speak up culture does not sit in a policy. It happens in the moment someone actually raises a concern. In my […]
From April 2026, sexual harassment will become a qualifying disclosure under UK whistleblowing law. In practical terms, this means workers who report sexual harassment will have stronger legal protection from detriment and dismissal. At first glance this looks like a technical legal change. Employment lawyers will understandably focus on the implications for claims and tribunal […]
Whistleblowing is often discussed in terms of policy. Organisations create reporting procedures, publish whistleblowing policies and introduce speak up channels. These are important steps. But in reality, the decision to speak up at work is rarely driven by policy alone. It is shaped by power. Before raising a concern, employees often ask themselves a simple […]
Whistleblowing is a term that appears frequently in employment law, yet it is still widely misunderstood in many organisations. In practice, HR teams often hear the term used interchangeably with grievances or complaints about workplace issues. Legally, however, whistleblowing has a very specific meaning and carries some of the strongest protections available to workers. Understanding […]
In many professional workplaces, overt sexism has become far less visible than it once was. Clear policies, training and increased awareness mean most people understand what behaviour could lead to complaints or disciplinary action. But that does not mean sexism has disappeared. In many organisations it has simply become more subtle. Rather than appearing through […]
Recent research has sparked debate about attitudes toward gender equality. A global study from the Global Institute for Women’s Leadership at King’s College London found that some younger men hold more traditional views about gender roles than many might expect. It raises an uncomfortable question. Are we going backwards? Attitudes about gender and power do […]
Last week I went paragliding off the side of a mountain. Three days later I was sitting beside my mum’s hospital bed. It was a sharp reminder of something many people begin to experience in their forties: life can suddenly become very full. For many employees, this stage of life brings a particular kind of […]
Third party harassment risk assessments are different. When risk sits within your own workforce, you have direct control. You set standards. You train. You manage performance. You investigate. You apply consequences. When risk sits with customers, clients, patients, audiences or suppliers, control looks very different. So the real question becomes: how do you control the […]
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