Since its introduction, the number of sexual harassment cases reported to ACAS has risen significantly, which reflects these worrying statistics (from WorkNest research, Nov 25) that:

• 41% of employers have still not carried out a sexual harassment risk assessment
• 34% have provided no training since the duty took effect.

So, why is this happening, and what does it mean for employers?

Join our experts, Stella Chandler and Mike Cole, as they unpack the impact of the legislation, explore the rise in cases, and share clear practical steps to ensure your organisation remains compliant and up to date with the latest legal requirements, whilst adopting a safe workplace culture.

❇️ Stella Chandler, Director, Focal Point

“My work focuses on helping HR teams and managers build the clarity, behaviours and confidence needed to prevent harassment and other inappropriate conduct in the workplace. I support organisations to set clear expectations, recognise early signs of concern and create cultures where people feel safe to speak up.

I give managers practical tools to handle issues promptly and constructively, helping them meet the new preventative duty under the Worker Protection Act while strengthening everyday working relationships.

I’m proud of the difference this approach makes across organisations and that many clients continue to recommend our work to others.”

❇️ Mike Cole, Partner, Penningtons Manches Cooper LLP

“I’m a partner in the employment team and specialise in employment and discrimination law. My work spans redundancies, consultation processes and TUPE, particularly where transfers arise from outsourcing or business acquisitions. I also support our corporate team on transactional matters.

I help employers manage workplace issues with a calm, practical approach, from grievances and disciplinaries to resolving disputes early. My aim is always to avoid unnecessary litigation while putting clients in the strongest position if a claim is brought.

I also advise on tribunal disputes, senior-level exits, boardroom matters and settlement agreements, and I act for senior executives on their employment terms and negotiated departures.”