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This legislation means new obligations, and importantly, new risks for business owners. Our employment law experts host a free webcast to help you prepare. They’ll discuss:

• Proactive approach: Tips on how employers can ensure they demonstrated they took ‘all reasonable steps’ to prevent sexual harassment.
• Third-party harassment: What classes as a ‘third-party’ and how you can act to prevent your staff being harassed.
• Increased compensation: Included in the existing preventative duty, failing to take ‘all reasonable steps’ to prevent sexual harassment will see compensation awards inflate by up to 25%.

Combining enforcement powers with a budget of £60.1 million for 2026/27, employers must be prepared for the FWA. This free webcast is designed to do that. It’ll cover:

• FWA’s purpose: Promote a healthier labour market where workers’ rights are respected and compliant businesses can grow.
• Areas of enforcement: With a broad scope, the FWA will enforce National Minimum Wage rights, modern slavery, and soon holiday pay and SSP.
• Several powers: From bringing tribunal claims on an employee’s behalf, enforcing statutory payments and issuing fines, the FWA’s powers are extensive.

Peninsula’s employment law experts lead a free and informative webcast covering the following areas:

• Reason for revisions: Employers and employees are encouraged to seek an informal route to resolve disputes earlier.
• Changing processes: How employers manage discipline and grievance concerns may have to change, and written policies will need updating.
• Increased compensation: If the proposed changes aren’t followed, compensation awards increase by 25%.

To support you with your incoming legal requirements, our employment law experts lead a free webcast discussing new laws and the impact for your business. Key topics include:

• Trade union powers: They’ll be granted new entitlements, including the right to enter your workplace to recruit employees.
• Sexual harassment changes: Builds on the existing duty to prevent sexual harassment; ‘all reasonable steps’ must be taken.
• Third-party liability: Employers will be liable if they fail to take ‘all reasonable steps’ to prevent any type of harassment to their staff by a third party.