The Worker Protection Act 2023, which came into force in October 2024, represents a significant shift in employers’ responsibilities regarding workplace harassment. Employers now have an explicit legal obligation to proactively prevent sexual harassment, changing the landscape from reactive management of incidents to actively fostering safer working environments. Since the […]

With the introduction of the Worker Protection Act 2023, the landscape of workplace responsibilities concerning harassment and discrimination has dramatically shifted. Employers are now expected to take proactive steps not only in responding to harassment but also in preventing it altogether. The Act places greater accountability on employers, extending obligations […]

Since the enactment of the Equality Act 2010, several legal cases have highlighted the critical importance of conducting thorough Equality Impact Assessments (EIAs) within public sector bodies in England and Wales. Failing to perform adequate EIAs can lead to legal challenges, underscoring the necessity of integrating these assessments into decision-making […]

Public sector bodies in England and Wales have a legal duty to consider how their policies, decisions, and services impact different groups within society. The Public Sector Equality Duty (PSED), as outlined in the Equality Act 2010, requires organisations to eliminate discrimination, advance equality of opportunity, and foster good relations […]