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Multi-Channel Access
Multi-Channel Access: Three Ways to Report Concerns Safely Safecall provides multi-channel access to whistleblowing services through three distinct reporting channels: telephone hotline, web portal, and mobile platform. This comprehensive multi-channel approach ensures every employee can report concerns using the method that suits them best. Three Reporting Channels Available 24/7, 365 days per year (inc. coverage…
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Sexual Harassment Duty and Board Oversight Webinar
Watch Safecall’s on-demand webinar exploring the Employment Rights Act 2025 sexual harassment duty, what boards should be seeing and asking, and how HR, risk, compliance and governance teams can support meaningful assurance. The Employment Rights Act 2025 will raise the bar for employers when it comes to preventing sexual harassment in the workplace. Many organisations…
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Investigating sexual harassment: getting it right before October 2026
Watch Safecall’s on-demand webinar exploring how organisations can investigate sexual harassment allegations fairly, sensitively and with confidence ahead of the Employment Rights Act 2025 changes. When a sexual harassment allegation is raised, what happens next matters. The first response, the questions asked, the records kept, and the person appointed to investigate can all affect whether…
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What Records Should Organisations Keep of Manager Training for Compliance Purposes?
Training records are the primary evidence base when an employer’s compliance with legal obligations is tested – whether in an employment tribunal, an EHRC investigation, a regulatory supervisory visit or an internal audit. The question is not only whether records exist, but whether they contain the right information, whether they are sufficiently detailed to address…
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How Does CPD-Accredited Training Support Legal Defensibility?
When an employment tribunal or regulator scrutinises an employer’s training programme, the question is not simply whether training took place. It is whether the training was of sufficient quality to change how managers behave – and whether there is evidence to support that conclusion. CPD accreditation, awarded by an independent body against defined standards of…
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What Does Proactive Harassment Prevention Mean in Practice for Employers?
The Worker Protection (Amendment of Equality Act 2010) Act 2023 changed the compliance question for employers from reactive to proactive. Before October 2024, the legal standard was whether an employer had taken reasonable steps to prevent harassment – a defence invoked after a complaint had been made. The positive duty introduced by the Act requires…