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Each year this benchmarking report produces some interesting research insights, and this year is no different.

How your organisation structures and manages its whistleblowing arrangements is vital to maximising the value of your whistleblowing programme and managing the risks which your organisation faces.

Here, Gowling WLG's Employment, Labour & Equalities team brings you a quick round-up of the recent need-to-know employment law developments.

In the ever-evolving sphere of UK employment law, we are likely to see a wealth of developments over the remainder of 2016, as Parliament enacts new legislation and new cases are heard.

Given the relative recency of these developments, measuring their effectiveness is not yet feasible, but the message is clear, that a change in culture is coming.

The Equality and Human Rights Commission has released updated guidance on workplace harassment prevention, introducing stricter requirements for employers including vicarious liability for third-party harassment and enhanced preventive duties. Employers must now demonstrate they have taken all reasonable steps to prevent harassment, with employment tribunals determining what constitutes reasonable action rather than employers themselves.

Three Private Members' Bills, backed by the government, received Royal Assent on 24 May 2023...

When looking for an external provider we undertook extensive due diligence.

Stuart Evans of Rawlison Butler LLP examines the financial and reputational cost of employee fraud, and how you can combat the enemy within.

In the ever-evolving sphere of UK employment law, 2016 is set to be no different from other recent years.

The recent judgment in Clyde & Co LLP v Bates van Winkelhof has confirmed that members in a limited liability partnership are 'workers' under whistleblowing legislation.

The UK government has launched consultations on whistleblowing protections and employment status reforms, proposing significant changes that could expand worker protections and reshape how employment relationships are classified. These proposals include broadening the scope of protected disclosures, introducing mandatory whistleblowing policies, and creating a presumption of worker status that shifts the burden of proof to employers.

2024 has been a fruitful year in the UK for whistleblowing law so far, with three key cases employers should be aware of,

In Sinclair v Trackwork Ltd the Employment Appeal Tribunal (EAT) determined that it was unfair to dismiss an employee who caused friction in the workforce as a result

Whistleblowing continues to be in the news and is very much the focus of many a regulator. It is also being recognised - when done and managed properly ...

The annual Safecall Whistleblowing Benchmark Report is out this month.

In the joined cases of Rice v Wicked Vision Ltd and Barton Turns Developments Ltd v Treadwell [2025] EWCA Civ 1466, the Court of Appeal has reviewed the scope...