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 are already reviewing the practical steps they need to take, from training and reporting routes to investigations and case management.
But one important question is how that work is reported upwards:
How will the board know whether the right steps are being taken?
In this Safecall webinar, we look at what meaningful board assurance should look like in practice, and how HR, risk, compliance and governance teams can support senior leaders with the right information, insight and evidence.
With insight from Safecall MD Joanna Lewis, Trish Houston, COO and Executive Director of The Law Debenture Corporation plc, and Paul from LawDeb’s corporate governance team, the session explores why the sexual harassment duty is not only an operational issue, but a governance one too.
Pourquoi est-ce important ?
Preparing for the Employment Rights Act 2025 sexual harassment duty is not just about having policies, training and reporting routes in place.
Boards and senior leaders need to understand what is happening across the organisation, what the data is showing, where risks may be emerging and what action is being taken.
That means HR, risk, compliance and governance teams have an important role to play in turning day-to-day activity into meaningful board assurance.
Ce que vous apprendrez:
Au cours de cette session, nous aborderons les points suivants :
- What the all reasonable steps duty means at board level
- Why harassment risk is a governance issue, not just an HR one
- What data boards should be seeing, and how often
- Why low reporting does not always mean low risk
- How culture, speak-up data and people metrics can help identify issues
- How HR, risk, compliance and governance teams can support board assurance
- When independent assurance, culture reviews or investigation support may be appropriate
Are your senior leaders getting the right information?
During the webinar, attendees were asked how confident they were that their board currently has sufficient visibility of harassment risk across the organisation.
The results showed a mixed picture, with many organisations seeing room to strengthen board visibility and assurance.
We also asked when boards last formally discussed harassment risk or reviewed speak-up data. The responses highlighted that, for some organisations, this is not yet a regular board-level conversation.
These insights reinforce one of the key themes from the session: boards do not need every detail, but they do need meaningful information.
That includes clear reporting, relevant data, trends, hotspots, outcomes and the right questions being asked.
The role of HR, risk, compliance and governance teams
Boards rely on the information they receive.
For HR, risk, compliance and governance teams, this means thinking carefully about what is shared upwards, how it is presented and whether it gives senior leaders the assurance they need.
Good reporting should help boards understand:
- where further support or assurance may be needed
- what is being reported
- how concerns are being handled
- whether patterns or hotspots are emerging
- what action has been taken
Ressources complémentaires
Ce que les employeurs britanniques doivent savoir sur la loi de 2025 relative aux droits du travail
Un guide pratique sur les changements à venir, leur date d'entrée en vigueur et les mesures que les employeurs pourraient prendre pour s'y préparer au mieux.
Les tendances en matière de reporting évoluent. Les attentes sont de plus en plus élevées. Êtes-vous prêt pour la suite ?
Safecall’s 2026 Benchmark Report explores wider speak-up trends, including harassment and bullying reporting, channel preferences and what the data can tell organisations about culture, trust and risk.
Besoin d'aide ?
If you’re reviewing your approach to board reporting, culture oversight, harassment risk, speak-up data or Employment Rights Act preparation, we’d be glad to have that conversation.
Appelez-nous au +44 (0) 191516 7720 ou contactez-nous via le formulaire ci-dessous :