Nearly a year since the Worker Protection Act 2024 came into effect, new research from our sister company WorkNest highlights that many organisations are still not fully meeting their legal duty to prevent sexual harassment at work.

We’ve all been glued to The Celebrity Traitors. The drama, the deception, the tension at every round table – it’s brilliant TV. But beyond the entertainment, the show offers a fascinating look at something we deal with every day at work: unconscious bias.

Each accusation, each decision to ‘banish’ a player, is made with limited evidence and plenty of gut feeling. And that’s exactly how bias shows up in our workplaces – in the small, often unnoticed ways we make decisions.

If your organisation uses non-disclosure agreements (NDAs) or confidentiality clauses in settlement agreements or employment contracts, read on.

New proposals could soon make it unlawful for employers to use NDAs to stop employees speaking out about harassment or discrimination at work.

In a post-#MeToo world, the UK government is moving to render certain NDAs unenforceable. Proposed amendments to the Employment Rights Bill (ERB) would, if passed, give stronger protection to anyone who has experienced – or witnessed – workplace harassment or discrimination.

It’s not unusual for employees to resign once a disciplinary process is underway, particularly if they suspect dismissal may be the outcome. They might feel it’s better to leave on their own terms than face the consequences of formal action.

But what should employers do in this situation? Can you refuse their resignation, continue the process, or must you stop altogether? Here’s our practical guide to managing this fairly and confidently.

Frequent grievances don’t just waste time – they damage morale, trust and productivity. By investing in training that enhances emotional intelligence and communication, you can reduce the number of formal complaints, improve relationships, and build a more positive culture.

Our latest blog covers the rising use of AI within the grievance process, and what you as a HR professional can do to minimise potential risks.

Here’s our top 3 ways in which you can minimise the impact of the Euro’s at work…

The HR investigation process can appear tricky and complex for employers. We could write plenty about deciding what action needs to be taken when an issue comes to HR’s attention…

There’s a lot of noise right now about the upcoming Employment Rights Bill (ERB) reforms. These changes are set to reshape how organisations handle employee relations, and like it or…

The world of work is changing fast—and so is employment law. With new reforms coming into play across 2025 and 2026, there’s a growing focus on fairness, transparency, and how…