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Third-party harassment: why employees must come before commercial outcomes
Read full story: Third-party harassment: why employees must come before commercial outcomesFrom 30th October, employers are liable for harassment by clients, customers and contractors. But the real question is whether your employees believe they come first.
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How Do Anonymous Hotlines Work for Contractors and Supply Chains?
Contractors, agency workers, consultants and supply chain partners are often positioned to observe misconduct that employees cannot see – or that involves the employees themselves. Extending hotline access to these groups is increasingly a governance expectation rather than an optional enhancement. Understanding how anonymous hotlines function in a contractor or third-party context – what they…
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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…