With Christmas office parties imminent, HR experts are issuing a timely reminder that employers must be especially mindful of their duty of care to staff.
But the team at the HR Dept in Swindon are quick to point out that while the festive season may highlight the issue, providing a high level of care should be a year-round priority.
And with rules being strengthened on employer responsibilities, looking after staff is more than just best practice – it’s essential to avoid landing in hot water.
Helen Imbusi, Head of HR at the HR Dept, has some words of advice for employers.
“There have been a lot of changes around employer responsibilities, and there are many more to come,” said Helen. “This time last year, for example, the Worker Protection Act came into force, placing the emphasis on employers to take steps to prevent sexual harassment.”
Helen said changes coming up include, from April 2026, protection from detriment and unfair dismissal for whistleblowers making a sexual harassment disclosure.
From October next year, there will be a new duty for employers to prevent harassment from third parties, for example customers or clients; plus, a strengthening of the wording from employers having to take ‘reasonable steps’ to prevent sexual harassment to ‘all reasonable steps’.
A change to the law around non-disclosure agreements (NDAs) is also expected. This will void clauses preventing workers from alleging or disclosing work-related harassment or discrimination. The date of this change is not known yet.
Helen’s advice to employers is to carry out robust risk assessments, particularly ahead of any social gathering, or when staff go off site, or if they are lone/home workers.
“Make sure any risks are identified, make sure your policies on conduct are up to date, and remind staff of these policies ahead of any social events,” she said.
“In terms of risk assessments, we have developed a framework for our clients, which is easy to use and helps them work out how to mitigate any risks. This might, for example, involve additional training for managers, or updating policies.”
The HR Dept supports clients in a range of sectors, with hospitality, manufacturing, IT and tech, and trades being particularly strong. It works with businesses across Swindon, Chippenham, Hungerford, Marlborough, Calne, Devizes, Burford, Lechlade and Carterton.
For advice about employers’ duty of care, support with risk assessments, and more information about the HR Dept Swindon, North Wiltshire and East Cotswolds, visit https://www.hrdept.co.uk/swindon-north-wiltshire-east-cotswolds/, email helen.imbusi@hrdept.co.uk or call 01793 683 398.
Article by Jo Smyth, Word Worker
