Speaking Up at Work:

Legal Compliance or Good Practice?
What’s your approach?

Creating a workplace culture in which employees feel able to raise concerns is an essential aspect of a good place to work.

There is a legal underpinning to this but increasingly employers are looking to go beyond that and adopt an ethical approach.

In this session, we will explore what legal compliance means when responding to concerns about bullying and harassment or potential whistleblowing – and what a good practice approach requires. We also explore how a manager or HR should respond at the time a concern is raised.”


Reactive response: what is expected of a manager / employer?

  • examples based on real-life scenarios
  • harassment & bullying
  • whistleblowing
  • maintaining confidentiality
  • being proactive: beyond legal compliance

Why encourage workers to raise concerns?

  • creating and maintaining a respectful and positive workplace thereby supporting the mental well-being of the individual and collective
  • the value of ‘constructive challenge’
  • to reinforce your policy
  • reporting outcome to person who raised concern
  • addressing fears about speaking up
  • monitoring & accountability