Welcome to the September edition of Forrest Scene
New sexual harassment duties are coming. With more employment legislation changes coming, there is a lot for employers to keep on top of, and we know it can feel like a lot to manage.
One important change coming into force on 30 October 2026 is the strengthened duty on employers to take all reasonable steps to prevent sexual harassment in the workplace, this is an increased responsibility from the current duty.
Employers are also required to protect their workforce from harassment from a third-party, including customers, contractors, suppliers and members of the public to just name a few.
From an HR perspective, this means making sure the right policies, processes and training are in place before an issue arises.
We advise that employers consider implementing the following:
• Sexual harassment risk assessments
• Detailed Grievance and disciplinary procedures
• Implementing a sexual harassment policy if that hasn’t already been done
• Manager and employee training
• Clear reporting processes so employees know how and where to raise concerns
Taking action now can help you prepare for the changes while creating a workplace where employees feel safe, supported and confident speaking up.
Not sure whether your current HR processes are ready for the changes? Contact us to find out how we can support your business.
How much difference can the right support and training make at the beginning of someone's career?
Recent research from the Social Market Foundation (SMF), supported by PwC, surveyed 3,000 UK adults and found a clear link between positive early workplace experiences and better outcomes later in people's careers.
Those who reported receiving stronger support in their first jobs, including opportunities to learn and develop, were more likely to progress into higher-skilled roles and earn more later in their careers.
For employers, it's an important reminder that investing in training isn't simply about developing the skills your business needs today. Giving employees the right support and opportunities to develop can help them grow in confidence, progress within their careers and reach their potential.
At Forrest Group, we can be part of that development. We offer a wide range of training courses designed to help businesses invest in their people, develop skills and create workplaces where employees feel supported.
October will bring the next stage of employment law changes, including extended Employment Tribunal time limits from 1 October, followed by further trade union and harassment reforms later in the month.
Is your business prepared?
With several changes being introduced at different stages, now is a good time to understand what is changing, when it takes effect and what action your business may need to take.
We have created a clear Employment Rights implementation timetable to help employers keep track.
Take a look at our timetable and make sure your business is up to date.
Earlier this year, the HSE closed its consultation looking at potential changes to the way asbestos is managed under the Control of Asbestos Regulations 2012.
While we are still waiting to see what happens next, the consultation gives businesses a useful indication of where greater attention could be placed in the future.
Three areas are particularly important:
Independence during asbestos clearance
One proposal looks at creating greater separation between those removing asbestos and those responsible for confirming that an area is safe to reoccupy following the work.
The quality of asbestos surveys
There is also a focus on raising standards around asbestos surveys and helping those responsible for buildings understand what they should expect when appointing a competent surveyor.
Greater clarity around asbestos work
The HSE is considering how guidance could make it easier to understand when asbestos work falls into the Notifiable Non-Licensed Work (NNLW) category and what responsibilities come with it.
No regulatory changes have been confirmed yet, but this is a timely reminder for businesses to look at their existing approach to asbestos management.
Do you know where asbestos may be present in your premises? Is your asbestos information up to date? And are the people responsible for managing it clear on their responsibilities?
If you need support reviewing your approach to asbestos management and workplace health and safety, speak to the Forrest Group team.
In this month’s Tunbridge Wells Business Magazine, our CEO, Sophie Forrest-Lavery, explores why workplace wellbeing needs to go beyond benefits and awareness initiatives — and how a more practical, holistic approach can help create healthier, more resilient workplaces.
Read more in this month’s Tunbridge Wells Business Magazine.
A very exciting September for Forrest Group!
This month, we officially moved into our new office in Monson Road, Tunbridge Wells – and we’re really enjoying settling into our new home.
It feels like an exciting next chapter for Forrest Group, and we’ve had another special reason to celebrate too, as we welcomed Cohen Forrest to the team as our new HR Assistant.
As a family-run business, this is an especially proud moment for our CEO Sophie, as Cohen is her son. We’re delighted to have Cohen on board and look forward to seeing him grow in the role as he supports both the team and our clients.
A new office, a growing team and plenty to look forward to as we head into the final part of the year.
Welcome to the team, Cohen!
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