Welcome to the October edition of Forrest Scene
A new government-commissioned report has highlighted the importance of creating more inclusive workplaces for neurodivergent employees.
Published by the Department for Work and Pensions (DWP), the report explores the challenges neurodivergent people can face at work and makes recommendations to help employers create more supportive working environments.
One of the key messages is that workplace support should focus on individual needs, rather than relying solely on a formal diagnosis.
For employers, this means taking a closer look at existing HR practices and considering whether they are providing the right support.
This could include:
• Recruitment: Making application and interview processes more accessible.
• Workplace adjustments: Considering changes to working environments, tasks or communication methods.
• Manager training: Helping managers understand different needs and how best to support their teams.
• Communication: Encouraging open conversations so employees feel comfortable discussing the support they need.
• Regular reviews: Checking that adjustments remain appropriate as roles and responsibilities change.
Creating an inclusive workplace isn't just about having the right policies in place. It's about understanding your people, recognising their strengths and giving them the opportunity to thrive.
At Forrest Group, we can help you review your HR practices, support your managers and build a more inclusive workplace. Contact our team to find out more.
With sexual harassment protection evolving further, now is the time to implement awareness training if you haven’t already.
The legal duty will see further changes this month, with employers being required to take all reasonable steps to prevent their workforce from experiencing sexual harassment whilst at work.
For employers, this means taking a proactive approach to prevention, including ensuring employees and managers understand what constitutes sexual harassment, how to recognise inappropriate behaviour and how to report concerns.
Training is an important part of meeting these responsibilities. If your business has not yet implemented sexual harassment awareness training, we strongly recommend making this a priority.
Failing to take reasonable preventative steps can have serious consequences. If an employee successfully brings a relevant Employment Tribunal claim involving sexual harassment, and the employer is found to have breached its preventative duty, compensation can be increased by up to 25% if these preventative steps have not be implemented.
At Forrest Group, we offer sexual harassment awareness training to help businesses understand their responsibilities and create safer, more supportive workplaces.
Our training can be delivered in person at your workplace or an alternative location, with video-based sessions available where face-to-face delivery is not practical.
Has your business provided sexual harassment awareness training? Contact our team to find out more about our course and how we can support you.
With several changes being introduced under the Employment Rights Act, we know there is a lot for employers to keep on top of, particularly as implementation dates can change.
One important update relates to the new duty for employers to inform workers of their right to join a trade union.
Originally expected to come into force on 30 October 2026, this requirement has now been pushed back to 1 January 2027, giving employers additional time to prepare.
Another key change is regarding trade unions having the right to access the workplace. Independent trade unions will have new rights to request access, either in person or digitally, to enable them to engage with workers.
The proposed arrangements include a 21-worker threshold, applying across the organisation rather than to individual sites. This could affect businesses that have not previously had any involvement with trade unions.
With several changes being introduced under the Employment Rights Act, it is important for employers to stay informed and understand what these developments could mean for their business.
At Forrest Group, we'll continue to keep you updated on the Employment Rights Act and provide practical guidance to help your business prepare.
When did you last review your risk assessments? Risk assessments should not simply be completed once and forgotten about. As your business changes, your risks can change too.
New equipment, different working practices, new premises or changes to your team can all mean an existing assessment needs to be revisited.
Regular reviews help businesses identify potential risks, protect employees and maintain sensible health and safety management.
Forrest Health & Safety provides practical support across workplace safety, fire safety, risk assessments and wider compliance.
When did you last review yours?
In this month's Tunbridge Wells Business Magazine, our CEO, Sophie Forrest-Lavery, discusses the upcoming changes to employers' duties to prevent sexual harassment in the workplace.
With the strengthened duty coming into force on 30 October 2026, Sophie highlights why compliance cannot be left to the last minute and the importance of having the right policies, training and preventative measures in place.
Read more in this month’s Tunbridge Wells Business Magazine.
Celebrating Our CEO, Sophie Forrest-Lavery!
We're absolutely delighted that our CEO, Sophie Forrest-Lavery, has been named a finalist for Business Woman of the Year at the Kent Business Awards – Tunbridge Wells!
The awards take place on 21 October, and we're looking forward to celebrating with Sophie and all the other finalists.
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