Synopsis of the session:
This session explores how the Employment Rights Act 2025 transforms workplace culture into a legal obligation, significantly increasing employers' responsibilities beyond those under the Worker Protection Act. It focuses on the practical implications of expanded whistleblowing protections, third‑party harassment liability and the move to an “all reasonable steps” standard, highlighting what employers must do and document ahead of the April and October 2026 implementation milestones.
Key messages:
- The Employment Rights Act 2025 represents a fundamental shift in employer accountability, not a minor legal update
- Preventing harassment is now a proactive, evidence‑based legal duty, not a reactive response
- Sexual harassment disclosures become protected whistleblowing reports from April 2026
- Employers face direct liability for third‑party harassment from October 2026
- Policies, training, reporting routes and record‑keeping must operate as one joined‑up compliance framework
Speaker:
Remziye Ozcan
Principal Associate - Mills & Reeve
Remziye is a Principal Associate employment lawyer at Mills & Reeve. She has considerable experience in helping clients navigate employment law issues, often with overlapping contractual issues. She has been involved in several complex discrimination and whistleblowing claims. She regularly provides expert legal commentary to the media and press. She has appeared on BBC News, ITV News and Sky News as well as several radio stations across the country. Remziye is also a regular speaker, presenting employment law updates and appearing at conferences, on panels and on webinars.