Breathe’s Post

This is a really insightful blog from Breathe on the recent updates to UK employment law in areas of harassment and inappropriate behaviour - If you haven't already, there is still time to brush up & take preventative action ahead of your Christmas Party.🎄

💡I just had to share this Breathe blog because I found it incredibly insightful! 💡 It's fascinating to read about this topic and what makes it even more special is that my partner, ProAction HR, contributed to it, bringing in some great perspectives and expertise. Very well said Martin and Colleen #BlogPost #InsightfulRead #IndustryInsights

Check out the latest blog from Breathe (featuring our very own Martin Nicholson and Colleen Bloomfield Assoc CIPD) highlighting how important it is for employers to take action now to protect their businesses, and their workers, over the Christmas party season. #workerprotectionact #sexualharassment #sexbasedharassment #employmentlaw

Did you know the law is changing and that employers will have a duty to prevent sexual harassment in the workplace? Want to find out more? Join me and Katherine Cooke on 15 October on a webinar where we will discuss in more detail what employers should, and shouldn’t, be doing. Link to join in Clare Griffiths post below 👇

In our latest webinar, Julie Temple looked at what new legislation is on the horizon to make sure you are fully prepared for the upcoming changes to sexual harassment laws. As a business owner, manager or individual working in HR, you have a legal and moral obligation to create a safe and respectful workplace for all employees. Make sure to watch this webinar to gain the relevant knowledge and tools needed to ensure your business is compliant and mitigating risks. Watch here 👉 https://loom.ly/OtUfLRc

I googled the definition of banter and the below came up… Definition number two made me double take… It immediately brought up some quite negative images in my head… That whole scenario… ‘men bantering with the waitresses… Maybe it’s harmless? Was it invited? What if it wasn’t? Is it some harmless joking? Who knows? What I do know is our expert panel on Thursday will have some advice and insights for just such situations in the workplace including where 3rd parties are involved… Join myself and Charlotte Sykes, RCDP as we are joined by James Twine and Victoria Sargeant from Wolferstans as they help us navigate through The Worker Protection (Amendment of Equality Act 2010) Act 2023 that comes into force on October 26, 2024 introducing new legal protections against sexual harassment in the workplace at a LinkedIn Live which you won’t want to miss! Click on the link below to register and you can join us live at 12,30 on Thursday 24th or you can catch up when you can : https://lnkd.in/eYCtyFDQ See you there #hr #employmentlaw #employers #smebusiness #preventionofsexualharassment #consultancy #coaching #recruitment

On 26 October 2024, a new duty on employers to "take reasonable steps to protect their staff from sexual harassment during their employment and take preventative action against it" came into effect in the UK. The Alliance’s new publication People Management in the Early Years, which supports providers to navigate the complexities of employment law and other relevant legislation, includes a range of resources to help ensure you meet this new requirement, including: - A sexual harassment policy template - A sexual harassment risk assessment template - Sample questions relating to one-to-one meetings, staff survey and exit interview - A poster confirming your setting’s zero-tolerance approach to sexual harassment and providing examples of the different forms that sexual harassment can take People Management in the Early Years will be available to purchase shortly. If you would like to be the first to know when this publication is released, fill out our 10-second form: https://bit.ly/3AgnImO

🚨 New Legal Duty on Preventing Sexual Harassment in the Workplace (Effective October 26th, 2024) 🚨 From later this month, businesses across the UK will be legally required to take proactive steps to prevent sexual harassment in the workplace. This means the responsibility is on employers to ensure robust policies, preventative training, and clear reporting structures are in place to create a safer environment for everyone. If your business isn't prepared yet, now is the time to review your policies, deliver up-to-date training, and ensure that all employees know how to report concerns safely. Prevention is key, and getting ahead of these legal changes will protect both your employees and your organisation. For more on how to comply with these changes, The Equality and Human Rights Commission has detailed technical guidance. #HRUpdates #SexualHarassmentPrevention #UKEmploymentLaw #WorkplaceSafety #EmployeeWellbeing #HRCompliance

From October 2024, employers face new duties to prevent workplace sexual harassment. Our employment law specialist James Willis explains what’s changed, how to adapt policies, and what it means for company culture. Stay ahead with proactive steps to create a safer, more respectful workplace. Read the update here: https://bit.ly/3YUvzzU #employmentlaw

The Duty to Prevent Sexual Harassment Each month, we're asking one of our employment specialists a question on a hot topic. This month, Molly Mackay, Solicitor, tackles the new obligation on employers to prevent sexual harassment in the workplace. What does this mean for your business? How can you prepare? Molly breaks it down for you, offering practical steps you can take to ensure compliance. Key takeaways: 🔵The new duty comes into force on 26th October 2024 🔵Employers must take 'reasonable steps' to prevent sexual harassment 🔵Failure to comply could result in increased compensation awards in tribunals 👉 Read the full article here: https://lnkd.in/e9xaHfci #SexualHarassment #EmploymentLaw #HR