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Board oversight and the all reasonable steps duty: why compliance is the floor, not the ceiling
Read full story: Board oversight and the all reasonable steps duty: why compliance is the floor, not the ceilingThere is a version of this conversation that most organisations are having. It goes something like this: October 2026 is coming; we need to demonstrate we are taking all reasonable steps to prevent sexual harassment in our organisations. Let us make sure our training is in place, our reporting channels are working, and our investigation…
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How Can Suppliers Report Unethical Conduct Anonymously?
Most whistleblowing programmes are designed with employees in mind. The policies, the channels, the training – they are typically scoped to the internal workforce, not suppliers. Yet some of the most significant conduct risks in any organisation sit outside the employment relationship: in the supply chain, among contractors, and with third-party partners who work closely…
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All reasonable steps in practice: what tribunals will expect to see
Watch Safecall’s on-demand webinar exploring what employers may need to evidence when the Employment Rights Act 2025 changes come into force. From October 2026, employers will need to be able to show they have taken all reasonable steps to prevent sexual harassment in the workplace. In this follow-up webinar, Safecall moved beyond the legal change…
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Legal Obligations for Manager Training in the UK
UK employment law places clear duties on employers to train their managers. Those manager training duties have grown significantly since 2023, with new legislation sharpening the consequences of getting it wrong. This guide sets out the legal framework, identifies the obligations that matter most to HR and compliance teams, and explains what defensible training practice…
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How Can Companies Balance Transparency and Confidentiality in Whistleblowing?
Transparency and confidentiality can appear to pull in opposite directions when it comes to whistleblowing. Employees want to know that concerns are taken seriously and that the programme is active – that requires a degree of openness. At the same time, those raising concerns need to know that their identity and the details of their…
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How Can Companies Encourage Anonymous Reporting Without Fear?
Building a culture in which employees feel safe to report concerns anonymously does not happen by accident. Encouraging anonymous reporting requires deliberate decisions – about channel design, leadership behaviour, communication and follow-through – that together signal to employees that speaking up is genuinely safe, genuinely valued and genuinely acted upon. This is an implementation challenge…
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How Do Secure Anonymous Channels Foster Trust?
A whistleblowing programme is only as effective as the trust employees place in it. An organisation can invest in the most technically sophisticated reporting channel available, but if the people it is designed to serve do not believe their identity will be protected or their concern will be taken seriously, they will not use it.…