How this hub helps your teams
Turn ERA requirements into practical workplace knowledge with training that speaks to the realities of different roles.
- Senior leadership and executives:
Understand changing employment law responsibilities to be able to set clear expectations, reduce risk and embed compliance into workplace culture. - HR and People teams:
Build confidence in handling workplace conduct issues with training that supports consistent decision-making, effective investigations and lawful policy enforcement. - Employees across all levels:
Understand rights, responsibilities and reporting routes with relevant training that helps staff recognise inappropriate behaviour and know what to do when issues arise.
Before working with Skillcast, our mandatory and refresher training was a labour intensive process focussed on administration and keeping materials up to date. Now it is a system that delivers 100% compliance with up-to-date and relevant material. It has freed us up as a business to concentrate far more on the learner experience instead of ticking boxes.
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Employment Rights Act for Managers
Employment law changes fail at the manager layer, not the policy layer. A revised handbook does not help the line manager handling a request under pressure with a decision to make that afternoon. Getting your managers trained ahead of the phased commencement dates reduces tribunal exposure at the point it is created, and gives HR a consistent standard to supervise against.
Preventing Sexual Harassment for Managers
The duty is anticipatory, meaning an employer has to act before an incident rather than respond well afterwards. Tribunals will look for what was done in advance, and manager training is one of the first things examined. Beyond the legal position, managers set what is tolerated in a team, and no policy overrides what a manager lets pass.
Preventing Sexual Harassment Training Course
The Worker Protection Act 2023 amended the Equality Act 2010 to strengthen protection and place a preventative duty on employers, enforceable through tribunals. Prevention is assessed on what happened before an incident, not the quality of the investigation afterwards. Training the whole workforce is the clearest step an employer can take, and the first one a tribunal will look for.
Harassment in the Workplace
Harassment cases rarely turn on a single incident. They build from behaviour that colleagues found uncomfortable and nobody addressed, and by the time a claim is filed the pattern is already established. Training everyone sets a shared standard and, with the reforms under the Employment Rights Act reshaping workplace conduct duties, gives employers evidence of the preventative action expected of them.
Preventing Sexual Harassment Training
Legal definitions differ by country but the behaviour does not, and multinational employers are judged against their own stated standard as much as local law. Under-reporting is the common feature everywhere. Training the whole workforce consistently establishes one expectation across all locations, and gives your organisation credible evidence of the preventative action increasingly required of it.
Speak Up
Most serious failures were known about internally before they became public. The information existed; the route for it did not feel safe. Formal whistleblowing channels only catch what has already escalated. Building the everyday willingness to raise something small is what prevents it becoming something large, and it gives your governance arrangements a genuine early warning function.
Whistleblowing Compliance E-Learning Course
People stay silent because they doubt the protection is real, not because they are unaware the channel exists. Detriment claims are costly and the reputational damage of a suppressed concern is worse. Making the protections explicit to the whole workforce is what turns a policy into a functioning channel, and it is increasingly expected as evidence of a healthy speak up culture.
Whistleblowing
People forget the detail of channels they have never used, and by the time they need one they are already under pressure. Confidence in the protection is what determines whether a concern is raised at all. A short annual refresher keeps both the route and the reassurance current, and demonstrates that the organisation treats speaking up as something it actively wants.
Whistleblowing
Whistleblowing is the act of reporting wrongdoing such as fraud, bribery or safety breaches to protect an organisation and its stakeholders. This training helps employees understand their right to report misconduct confidentially, the protections in place for whistleblowers and the importance of raising concerns promptly.
Speak Up
Speaking up against misconduct or unethical behaviour can be challenging, but it is essential to maintaining integrity in the workplace. This training helps employees understand the barriers to speaking up, why it matters and how to confidently report concerns.
Compliments vs Sexual Harassment
Genuine compliments can be part of a positive workplace, but inappropriate remarks can cross the line into sexual harassment. This training helps employees understand the difference between respectful compliments and inappropriate comments, ensuring workplace interactions remain professional and considerate.
Targets of Sexual Harassment
Sexual harassment can occur in various forms and affects everyone in the workplace. This training will help you identify sexual harassment, understand its impact and learn how to prevent it.
Crossing the Line into Sexual Harassment
Sexual harassment is not limited to physical actions but can also involve words, gestures and persistent unwanted attention. This training helps employees recognise how behaviour can escalate into harassment, understand its impact and take steps to prevent and report it.
Understanding Harassment
Harassment is unwanted conduct that violates a person’s dignity or creates an intimidating or offensive environment. This training helps employees recognise different forms of harassment, understand its impact and take action to prevent and report it in the workplace.
Understanding Sexual Harassment
Sexual harassment is unwanted behaviour of a sexual nature that violates a person’s dignity or creates an intimidating, hostile or offensive environment. This training helps employees recognise different forms of sexual harassment, understand its impact and follow workplace policies to prevent and report it.
The Protected Characteristics
The UK's Equality Act protects individuals from discrimination based on nine protected characteristics, ensuring a fair and inclusive workplace. This training helps you understand your responsibilities in treating everyone equally, identifying discrimination and taking appropriate action to foster a respectful and diverse work environment.
Unconscious Bias
Unconscious bias occurs when we make judgments about people based on past experiences, cultural influences or assumptions. This training covers its impact on decision-making and workplace inclusion, as well as steps to mitigate it.
The Three Characteristics of Harassment
Harassment in the workplace occurs when unwanted behaviour violates a person's dignity or creates an intimidating or offensive environment. This training helps employees recognise harassment, understand its impact and take appropriate action to prevent and report it.
Unwanted Behaviour of a Sexual Nature
Sexual harassment is unwanted behaviour of a sexual nature that can create an intimidating, degrading or hostile work environment. This training helps employees recognise different forms of sexual harassment, understand its impact and follow workplace policies to prevent and report it.
The 4D Bystander Intervention Model
Creating a safe and respectful workplace requires everyone to take action when witnessing bullying harassment or inappropriate behaviour. This training helps employees understand the 4D bystander intervention model, which includes direct action, distraction, delay and delegation, so they can effectively support colleagues and foster a positive work environment.
Third-Party Harassment
Third-party harassment is unwanted behaviour by someone who is not an employee, such as a customer, supplier, contractor or visitor. While these individuals may be external to the organisation, employers have a legal duty to take reasonable steps to prevent harassment and protect the dignity and safety of everyone at work. This course explains what constitutes third-party harassment, why impact matters more than intent and how our zero-tolerance approach helps create a safe, respectful working environment. It also outlines how to respond to inappropriate behaviour, when and how to report concerns and the support available to staff who speak up.