When workplace investigations hit the headlines, the risks can escalate quickly.

Suddenly, employers are dealing with media attention, social media commentary, employee concerns and potentially serious reputational risk – all while trying to conduct a fair and effective investigation.

We were recently privileged to host the International Employment Lawyer’s Workplace Investigations Masterclass, which included three lively and engaging panel discussions. Each was designed to address the thorny issues which can and often do arise in such situations, with valuable insights from a variety of panellists whose work (whether in-house or in private practice) keeps them at the coalface of workplace investigations.

Here is the last of our five key takeaways from the event. Please see here for part one and part two.

5. The employment law landscape is increasingly proactive, not reactive
   
   We are seeing increased stakeholder scrutiny on workplace issues (including investigations), both externally and from the workforce itself. With a greater focus on workplace culture, governance and speak up, organisations need to demonstrate how they are protecting their people, managing their risk and appropriately responding to concerns raised.

   The employment landscape is also moving towards an expansion of worker protections and rights, coupled with more active enforcement. In the UK, the Employment Rights Act 2025 will shine a spotlight on instances of harassment by requiring employers to take all...

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