Workplace Safety, Harassment &amp; Employment Rights

https://www.legislation.gov.uk/ukpga/1974/37/contents

Health & Safety at Work

Employer Responsibilities

Employers should:

Identify workplace risks.
Provide safe equipment.
Maintain safe systems of work.
Provide information and training.
Consult workers where required.

Health and Safety at Work etc. Act 1974

HSE

Workplace Bullying

Understanding Workplace Bullying

Workplace bullying involves repeated behaviour that may undermine, intimidate, humiliate or negatively affect someone at work.

Examples may include:

Persistent criticism.
Intimidation.
Exclusion.
Unreasonable workloads.
Offensive remarks.
Abuse of authority.

Bullying can affect:

Mental health.
Physical health.
Confidence.
Performance.
Workplace relationships.

ACAS

Workplace Harassment

Harassment at Work

Harassment is unwanted behaviour that violates a person's dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment.

Harassment may relate to:

Disability.
Race.
Religion or belief.
Sex.
Sexual orientation.
Gender reassignment.
Age.
Other protected characteristics.

Equality and Human Rights Commission

https://www.legislation.gov.uk/ukpga/2010/15/contents

Equality Act 2010

Sexual Harassment

Protection from Sexual Harassment

Sexual harassment includes unwanted behaviour of a sexual nature.

Examples may include:

Unwanted touching.
Sexual comments.
Inappropriate messages.
Sexual jokes.
Requests for sexual favours.
Online harassment.

Employers should take reasonable steps to prevent sexual harassment in the workplace.

Equality and Human Rights Commission

https://www.acas.org.uk/sexual-harassment

ACAS Guidance

Workplace Violence & Threats

Protection from Abuse

Everyone has the right to work without fear of violence or threats.

Workplace violence may include:

Physical assaults.
Threatening behaviour.
Intimidation.
Stalking.
Verbal abuse.

Incidents may require:

Employer intervention.
Police involvement.
Safeguarding referrals.

HSE Workplace Violence Guidance

https://www.hse.gov.uk/violence

Discrimination at Work

Equality Rights

Workers should not be unlawfully discriminated against because of:

Age.
Disability.
Race.
Religion or belief.
Sex.
Sexual orientation.
Gender reassignment.
Pregnancy and maternity.
Marriage and civil partnership.

Equality Advisory Support Service

https://www.equalityadvisoryservice.com

Whistleblowing

Reporting Serious Concerns

Whistleblowing involves reporting concerns in the public interest.

Examples may include:

Criminal activity.
Health and safety risks.
Fraud.
Corruption.
Abuse.
Environmental damage.

Workers may have legal protections when making protected disclosures.

Government Whistleblowing Guidance

https://www.gov.uk/whistleblowing

Protect

https://www.actionfraud.police.uk

Employment Fraud

Fraudulent Employment Practices

Employment fraud may involve:

Fake jobs.
Recruitment scams.
Wage fraud.
False contracts.
Identity theft.
Unlawful deductions.

Warning signs may include:

Requests for upfront payments.
Unrealistic earnings promises.
Requests for personal information before verification.

Action Fraud

Modern Slavery at Work

Exploitation and Forced Labour

Modern slavery may involve:

Forced labour.
Debt bondage.
Human trafficking.
Labour exploitation.
Criminal exploitation.

Warning signs may include:

Restricted freedom.
Fear of employers.
Poor living conditions.
Withheld wages.
Identity documents being retained.

Modern Slavery Helpline

https://www.salvationarmy.org.uk

Telephone:

08000 121 700

Human Trafficking & Labour Exploitation

Protecting Vulnerable Workers

Trafficking may involve moving or controlling people for exploitation.

Victims may require:

Safeguarding support.
Police assistance.
Housing support.
Legal advice.
Healthcare.

Salvation Army

Reporting Workplace Concerns

Internal Reporting

Concerns can often be reported through:

Managers.
Human Resources.
Trade unions.
Internal reporting procedures.

Employers should investigate concerns fairly.

Trade Unions

Workplace Representation

Trade unions may assist with:

Employment disputes.
Workplace concerns.
Health and safety issues.
Legal support.

Trades Union Congress

https://www.tuc.org.uk

Grievance Procedures

Raising Concerns

Employees may use formal grievance procedures where concerns cannot be resolved informally.

Issues may include:

Bullying.
Harassment.
Discrimination.
Safety concerns.

ACAS Guidance

https://www.acas.org.uk/grievance-procedure-step-by-step

Employment Tribunals

Resolving Disputes

Employment Tribunals may consider cases involving:

Discrimination.
Unfair dismissal.
Whistleblowing.
Wage disputes.
Harassment.

Employment Tribunal Information

https://www.gov.uk/employment-tribunals

Unfair Dismissal

Protection Against Unfair Treatment

Some workers may have legal protection against unfair dismissal depending on their circumstances.

ACAS

https://www.acas.org.uk/dismissals

Health, Wellbeing & Mental Health at Work

Psychological Safety

Workplace wellbeing may be affected by:

Stress.
Bullying.
Harassment.
Excessive workloads.
Unsafe environments.

Employers should consider both physical and mental health.

Mind Workplace Information

https://www.mind.org.uk/workplace

HSE Stress Guidance

https://www.hse.gov.uk/stress

Lone Workers

Additional Safety Considerations

Lone workers may require additional safety measures.

Examples include:

Home workers.
Security staff.
Community workers.
Delivery drivers.

HSE Lone Working Guidance

https://www.hse.gov.uk/lone-working

Young Workers

Additional Protections

Young workers may require additional support and risk assessment due to limited experience.

HSE Young Workers

https://www.hse.gov.uk/young-workers

Migrant Workers' Rights

Protection for All Workers

Workers are entitled to legal protections regardless of:

Nationality.
Ethnicity.
Background.

Employers should comply with employment and equality laws.

Citizens Advice

https://www.gov.uk/agency-workers-your-rights

Agency Workers

Employment Protections

Agency workers may have rights relating to:

Pay.
Working conditions.
Equality.
Health and safety.

Agency Workers Regulations

Workplace Investigations

Fair Procedures

Workplace investigations should be:

Impartial.
Evidence-based.
Confidential where possible.
Fair to all parties.

Natural justice and procedural fairness should be respected.

Criminal Conduct in the Workplace

Police Involvement

Police involvement may be appropriate where concerns involve:

Assault.
Fraud.
Theft.
Harassment.
Stalking.
Modern slavery.
Hate crime.

Police UK

https://www.police.uk

Compensation & Civil Claims

Financial Remedies

Some individuals may be able to seek compensation through:

Employment Tribunals.
Civil claims.
Criminal compensation schemes where appropriate.

Independent legal advice should be considered.

Law Society

https://solicitors.lawsociety.org.uk

Additional Workplace Safety, Employment Rights & Legal Protections

These sections expand the Workplace Safety, Harassment & Employment Rights Hub and provide further information about workplace wellbeing, equality, employment protections, safeguarding and legal rights.

Health & Safety Representatives

Workplace Safety Representation

Health and Safety Representatives help promote safe working environments.

Their role may include:

Raising concerns.
Reviewing workplace risks.
Supporting safety improvements.
Consulting with employers.

Health and Safety Executive (HSE)

https://www.hse.gov.uk/simple-health-safety/risk

Workplace Risk Assessments

Identifying and Managing Risks

Employers should assess workplace risks and take reasonable steps to reduce harm.

Risk assessments may consider:

Physical hazards.
Mental health risks.
Lone working.
Violence.
Workplace stress.
Safeguarding concerns.

HSE Risk Assessment Guidance

Reporting Workplace Accidents (RIDDOR)

Serious Incident Reporting

Certain workplace incidents must be reported under the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR).

HSE RIDDOR

https://www.hse.gov.uk/riddor

Occupational Health Support

Workplace Health Services

Occupational Health services can help support:

Physical health.
Mental health.
Workplace adjustments.
Return to work planning.

NHS Work and Health Information

https://www.nhs.uk

Work-Related Stress

Managing Workplace Stress

Stress may arise from:

Excessive workload.
Poor management.
Bullying.
Harassment.
Lack of support.
Job insecurity.

Employers should take reasonable steps to identify and manage workplace stress.

HSE Stress Management

https://www.hse.gov.uk/stress

Burnout & Mental Health

Understanding Burnout

Burnout may involve:

Emotional exhaustion.
Reduced motivation.
Chronic stress.
Reduced performance.

Mental health support should be available and workers should not be treated unfairly because of mental health difficulties.

Mind Workplace Support

https://www.mind.org.uk/workplace

Workplace Surveillance & Privacy

Monitoring in the Workplace

Employers may use monitoring systems for legitimate purposes.

Examples include:

CCTV.
Vehicle tracking.
Internet monitoring.
Telephone monitoring.

Monitoring should be:

Lawful.
Necessary.
Proportionate.
Transparent.

Information Commissioner's Office

https://ico.org.uk

Data Protection in Employment

Employee Information Rights

Employers must handle personal information responsibly.

Workers may have rights regarding:

Access to information.
Data accuracy.
Privacy.
Complaints about misuse.

ICO Employment Information

https://ico.org.uk

Flexible Working Rights

Work-Life Balance

Eligible workers may have rights to request flexible working arrangements.

Examples include:

Home working.
Hybrid working.
Flexible hours.
Compressed hours.
Job sharing.

Flexible Working Guidance

https://www.gov.uk/flexible-working

Family-Friendly Employment Rights

Supporting Families

Employment rights may help workers balance family responsibilities.

These may include:

Flexible working.
Parental leave.
Time off for dependants.
Family-related leave.

Government Employment Rights

https://www.gov.uk/browse/working

Maternity Rights

Protection During Pregnancy and Maternity

Workers may have rights relating to:

Maternity leave.
Maternity pay.
Health and safety protections.
Protection from discrimination.

Maternity Rights

https://www.gov.uk/maternity-pay-leave

Paternity Rights

Supporting Parents

Eligible workers may have rights to:

Paternity leave.
Paternity pay.
Time off following the birth or adoption of a child.

Paternity Leave Information

https://www.gov.uk/paternity-pay-leave

Adoption Leave Rights

Support for Adoptive Families

Eligible workers may be entitled to:

Adoption leave.
Adoption pay.
Time off for appointments.

Adoption Rights

https://www.gov.uk/adoption-pay-leave

Menopause at Work

Workplace Support

Menopause symptoms may affect some workers.

Employers should consider:

Workplace wellbeing.
Equality obligations.
Reasonable support measures.

ACAS Menopause Guidance

https://www.acas.org.uk/menopause-at-work

Disability Rights at Work

Equality Protections

Disabled workers have legal protections under the Equality Act 2010.

Employers should not unlawfully discriminate and should consider reasonable adjustments where appropriate.

Disability Rights UK

https://www.disabilityrightsuk.org

Reasonable Adjustments

Removing Barriers

Reasonable adjustments may help remove disadvantages experienced by disabled workers.

Examples may include:

Flexible hours.
Adapted equipment.
Accessible information.
Adjusted duties.

Equality and Human Rights Commission

https://www.autism.org.uk

Neurodiversity in Employment

Supporting Neurodivergent Workers

Neurodivergent individuals may include people with:

ADHD.
Autism.
Dyslexia.
Dyspraxia.
Other neurological differences.

Workplaces should promote inclusion and consider individual needs.

ADHD UK

https://adhduk.co.uk

National Autistic Society

Religious Rights at Work

Freedom of Religion and Belief

Workers should be able to practise their religion or belief lawfully and safely.

Employers should consider reasonable accommodation where appropriate.

Equality Act Information

https://www.acas.org.uk/redundancy

Trade Union Rights

Workplace Representation

Trade unions may support workers regarding:

Employment rights.
Health and safety.
Workplace disputes.
Collective bargaining.

Trades Union Congress

https://www.tuc.org.uk

Collective Redundancy Rights

Large-Scale Redundancies

Additional consultation requirements may apply where employers propose large numbers of redundancies.

ACAS Redundancy Guidance

Redundancy Rights

Protection During Redundancy

Workers may have rights relating to:

Consultation.
Notice periods.
Redundancy pay.
Appeals processes.

Redundancy Information

https://www.gov.uk/redundancy-your-rights

TUPE Transfers

Business Transfers

Transfer of Undertakings (Protection of Employment) Regulations (TUPE) may protect workers when businesses or services transfer ownership.

TUPE Guidance

https://www.acas.org.uk/tupe

Wage Theft & Unpaid Wages

Payment Rights

Workers should receive lawful pay for work completed.

Concerns may include:

Unpaid wages.
Unlawful deductions.
Non-payment of holiday pay.

ACAS

https://www.gov.uk/national-minimum-wage

National Minimum Wage Rights

Legal Pay Protections

Most workers are entitled to at least the National Minimum Wage or National Living Wage where applicable.

Government Guidance

Apprenticeship Rights

Support for Apprentices

Apprentices have employment rights and workplace protections.

Apprenticeships Information

https://www.gov.uk/apprenticeships-guide

Gig Economy Workers' Rights

Platform and Casual Work

Some workers may have protections relating to:

Pay.
Holidays.
Rest breaks.
Discrimination.
Health and safety.

Rights depend on employment status and circumstances.

Citizens Advice

https://www.professionalstandards.org.uk

Volunteer Rights & Safeguarding

Safe Volunteering

Volunteers should:

Be treated fairly.
Work in safe environments.
Receive safeguarding support where appropriate.

Organisations should have safeguarding procedures and risk assessments.

NCVO

https://www.ncvo.org.uk

Professional Conduct & Regulatory Bodies

Professional Standards

Many professions are regulated by professional bodies.

Examples include:

Healthcare.
Social work.
Teaching.
Legal professions.
Financial services.

Regulators help maintain standards and public confidence.

Professional Standards Authority

Workplace Safeguarding Responsibilities

Protecting Vulnerable People

Employers should consider safeguarding responsibilities where work involves:

Children.
Vulnerable adults.
Healthcare.
Education.
Social care.

Safeguarding should promote safety, dignity and wellbeing.

NSPCC Safeguarding

https://learning.nspcc.org.uk

Human Rights in Employment

Fundamental Workplace Rights

Workers retain rights including:

Dignity.
Privacy.
Freedom of belief.
Protection from discrimination.
Fair treatment.
Access to justice.

Human Rights Act 1998

https://www.legislation.gov.uk/ukpga/1998/42/contents

Equality, Diversity & Inclusion (EDI)

Creating Inclusive Workplaces

Equality, Diversity and Inclusion initiatives seek to:

Reduce discrimination.
Improve accessibility.
Promote fairness.
Encourage participation.
Value diversity.

Inclusive workplaces benefit workers, employers and communities.

Equality and Human Rights Commission

https://www.legislation.gov.uk/ukpga/2007/19/contents

Human Rights, Equality & Legal Framework

Relevant legislation may include:

Health and Safety at Work etc. Act 1974.
Equality Act 2010.
Employment Rights Act 1996.
Public Interest Disclosure Act 1998.
Human Rights Act 1998.
Data Protection Act 2018.
Modern Slavery Act 2015.
Working Time Regulations 1998.

Employers should act lawfully, fairly, proportionately and without discrimination while promoting safe and healthy workplaces.

Advanced Workplace Safety, Employment Rights & Public Protection Topics

These additional sections complete a comprehensive Workplace Safety, Employment Rights, Public Protection and Safeguarding Hub.

Corporate Manslaughter & Workplace Deaths

Employer Responsibilities

Employers have legal duties to protect employees, contractors, visitors and members of the public.

Where serious management failures contribute to a workplace death, organisations may face investigation under corporate manslaughter legislation.

Corporate Manslaughter and Corporate Homicide Act 2007

Health and Safety Executive

https://www.hse.gov.uk/enforce

Serious Workplace Incidents & Criminal Investigations

Investigating Serious Harm

Serious incidents may involve:

Fatal accidents.
Serious injuries.
Dangerous occurrences.
Negligence.
Criminal offences.

Investigations may involve:

Police.
Health and Safety Executive.
Local Authorities.
Crown Prosecution Service.

HSE Investigations

Fraud in the Workplace

Financial Misconduct

Workplace fraud may involve:

Theft.
False expenses.
Payroll fraud.
Procurement fraud.
Financial manipulation.

Employers should have procedures for prevention, reporting and investigation.

Action Fraud

https://www.actionfraud.police.uk

Corruption & Bribery

Ethical Conduct

Bribery involves offering, giving, requesting or accepting improper advantages.

Employers should promote:

Transparency.
Accountability.
Ethical decision-making.

Bribery Act 2010

https://www.legislation.gov.uk/ukpga/2010/23/contents

Serious Fraud Office

https://www.sfo.gov.uk

Cyber Security at Work

Protecting Information

Cyber security risks may include:

Data breaches.
Ransomware.
Phishing attacks.
Identity theft.
Fraud.

Organisations should take reasonable steps to protect systems and personal information.

National Cyber Security Centre

https://www.ncsc.gov.uk

Workplace Hate Crime

Protection from Targeted Abuse

Workplace hate incidents may involve hostility based on:

Disability.
Race.
Religion.
Sexual orientation.
Gender identity.

Employers should respond appropriately and ensure safe reporting mechanisms.

Stop Hate UK

https://www.stophateuk.org

Domestic Abuse in the Workplace

Supporting Affected Employees

Domestic abuse can affect:

Attendance.
Safety.
Mental health.
Financial wellbeing.
Workplace performance.

Employers should consider:

Safety planning.
Flexible support.
Confidentiality.

Refuge

https://www.refuge.org.uk

Women's Aid

https://www.womensaid.org.uk

Men's Advice Line

https://mensadviceline.org.uk

Stalking & Harassment by Colleagues

Workplace Safety

Workplace stalking or harassment may involve:

Unwanted contact.
Monitoring.
Threats.
Intimidation.
Persistent unwanted attention.

Employers should take concerns seriously and investigate appropriately.

Suzy Lamplugh Trust

https://www.suzylamplugh.org

Lone Worker Safety

Protecting Workers

Lone workers may face additional risks.

Examples include:

Community workers.
Security staff.
Delivery drivers.
Healthcare staff.

Employers should conduct risk assessments and implement appropriate safeguards.

HSE Lone Working

https://www.hse.gov.uk/lone-working

Violence Against Retail Workers

Protecting Frontline Staff

Retail workers may experience:

Verbal abuse.
Threats.
Assaults.
Hate incidents.
Shoplifting-related violence.

Incidents should be reported and appropriately addressed.

USDAW

https://www.usdaw.org.uk

Healthcare Worker Safety

Protecting Healthcare Staff

Healthcare workers may encounter:

Violence.
Aggression.
Harassment.
Safeguarding concerns.

Healthcare organisations should provide support, training and reporting mechanisms.

NHS Violence Prevention

https://www.england.nhs.uk

Social Worker & Public Sector Safety

Managing Professional Risks

Public sector workers may face risks while carrying out safeguarding and public protection duties.

Employers should provide:

Risk assessments.
Training.
Safety procedures.

Social Work England

https://www.socialworkengland.org.uk

School & Education Staff Safety

Safe Educational Environments

Education staff should be protected from:

Violence.
Harassment.
Bullying.
Abuse.

Schools should maintain safeguarding and staff welfare procedures.

Department for Education

https://www.gov.uk/government/organisations/department-for-education

Emergency Services Worker Protection

Protecting Frontline Responders

Emergency workers may include:

Police officers.
Firefighters.
Ambulance staff.
Emergency call handlers.

Assaulting emergency workers may result in enhanced penalties.

Government Guidance

https://www.gov.uk

Public Interest Disclosures & Protected Disclosures

Legal Protection for Whistleblowers

Workers may receive legal protection when making protected disclosures relating to:

Crime.
Fraud.
Health and safety.
Safeguarding.
Public interest concerns.

Protect

https://www.gov.uk/whistleblowing

Government Guidance

Modern Slavery Supply Chains

Business Responsibilities

Organisations should take steps to prevent exploitation within supply chains.

This may involve:

Due diligence.
Ethical procurement.
Transparency reporting.

Modern Slavery Act 2015

https://www.legislation.gov.uk/ukpga/2015/30/contents

Ethical Employment Practices

Fair and Responsible Employment

Good employment practices may include:

Fair recruitment.
Equal opportunities.
Safe workplaces.
Respectful treatment.
Fair pay.

Ethical workplaces support wellbeing and productivity.

ESG, Corporate Responsibility & Worker Welfare

Environmental, Social and Governance Responsibilities

Many organisations consider:

Worker welfare.
Equality.
Diversity.
Sustainability.
Ethical governance.

Responsible business practices benefit workers and communities.

Financial Reporting Council

https://www.frc.org.uk

Employment Tribunals & Appeals

Resolving Workplace Disputes

Employment Tribunals may consider:

Discrimination.
Unfair dismissal.
Whistleblowing.
Wage disputes.
Harassment.

Appeal rights may exist depending on circumstances.

Employment Tribunal Information

https://www.gov.uk/employment-tribunals

Workplace Mediation & Conflict Resolution

Resolving Disputes

Workplace mediation can help address:

Relationship breakdowns.
Communication difficulties.
Workplace disagreements.

Mediation aims to achieve constructive outcomes where appropriate.

ACAS

International Workers' Rights

Global Employment Protections

International workers should be treated fairly and lawfully.

Employers should comply with:

Employment law.
Equality law.
Health and safety obligations.
Immigration requirements.

Citizens Advice

Human Trafficking in Employment

Recognising Exploitation

Trafficking may involve recruitment for exploitative work.

Warning signs may include:

Restricted movement.
Confiscated documents.
Debt bondage.
Fear of employers.

Modern Slavery Helpline

https://crimestoppers-uk.org

Telephone:

08000 121 700

Labour Exploitation & County Lines Recruitment

Criminal Exploitation Risks

Some individuals may be exploited through:

Forced labour.
Criminal activity.
County Lines operations.
Financial exploitation.

Young people, vulnerable adults and socially isolated individuals may be at increased risk.

NSPCC

https://www.nspcc.org.uk

Crimestoppers

Telephone:

0800 555 111

Workplace Safeguarding & Public Protection

Shared Responsibility

Workplaces may have safeguarding responsibilities where concerns involve:

Children.
Vulnerable adults.
Domestic abuse.
Modern slavery.
Human trafficking.
Radicalisation.
Exploitation.

Employers should have clear safeguarding procedures and reporting routes.

NSPCC Learning

https://learning.nspcc.org.uk

Human Rights, Equality & Legal Framework

Everyone has the right to:

Safe working conditions.
Protection from exploitation.
Freedom from forced labour.
Freedom from discrimination.
Privacy and dignity.
Fair treatment.
Access to justice.
Freedom of belief and expression within the law.

Relevant legislation includes:

Health and Safety at Work etc. Act 1974.
Equality Act 2010.
Employment Rights Act 1996.
Public Interest Disclosure Act 1998.
Human Rights Act 1998.
Modern Slavery Act 2015.
Bribery Act 2010.
Data Protection Act 2018.
Corporate Manslaughter and Corporate Homicide Act 2007.

Employers, public authorities and organisations should act lawfully, fairly, proportionately and without discrimination while promoting safe, ethical and inclusive workplaces.

Key Support Organisations

ACAS

Health and Safety Executive

Equality and Human Rights Commission

Protect (Whistleblowing)

Modern Slavery Helpline

https://www.actionfraud.police.uk

Action Fraud

National Cyber Security Centre

https://www.ncsc.gov.uk

Citizens Advice

https://solicitors.lawsociety.org.uk

Trades Union Congress

https://www.tuc.org.uk

Law Society

Human Rights, Equality & Legal Protections

Everyone has the right to:

Safe working conditions.
Fair treatment.
Equal opportunities.
Freedom from discrimination.
Protection from harassment.
Freedom from forced labour.
Access to justice.

Relevant legislation includes:

Health and Safety at Work etc. Act 1974.
Equality Act 2010.
Employment Rights Act 1996.
Public Interest Disclosure Act 1998.
Modern Slavery Act 2015.
Human Rights Act 1998.
Data Protection Act 2018.

Employers, public authorities and organisations should act lawfully, fairly and proportionately while respecting the rights and dignity of all workers.

Useful Support Organisations

Workplace Rights

ACAS

Telephone:

0300 123 1100

Health & Safety

Health and Safety Executive

Equality & Discrimination

Equality and Human Rights Commission

https://www.equalityadvisoryservice.com

Equality Advisory Support Service

Whistleblowing

Protect

Modern Slavery

Modern Slavery Helpline

Telephone:

08000 121 700

Employment Advice

Citizens Advice