Our first article this month focuses on the duty to prevent sexual harassment of workers and employees in the course of their employment almost one year after it came into force.
Our first article this month focuses on the duty to prevent sexual harassment of workers and employees in the course of their employment almost one year after it came into force. Employers are encouraged to take stock of their progress on complying with the preventative duty, and to actively review policies, procedures and learning from specific complaints.
We continue to consider the legal implications of AI in the workplace and our second article takes a look at the interesting possibility that harassment claims might arise from the output of AI tools.
We also report on the recent EAT case of Day v Lewisham & Greenwich NHS Trust which highlights that whistleblowing claims can be brought in relation to detriments which occur after employment has ended, including statements made by a former employer in relation to employment tribunal proceedings brought by the employee.
The next in our series of free virtual Employment Brunch Briefings takes place online on Tuesday 7 October 2025. In this session, delegates will learn about the work of Alcoholics Anonymous, including its work with employers. It would be great to see you there. Please click the link below to book your place.
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