Club HR: New Employer Duty to Prevent Sexual Harassment

Join us for our next Club HR, where we’ll share a comprehensive review of the new employer duties coming into effect in October to help prevent sexual harassment in the workplace.

We’ll be discussing the recent changes in employment laws that could impact your workplace, including:

• The current statutory framework
• Legislative changes coming into force on 26 October 2024
• Preparing for the changes including practical prevention measures
• Q&A

Stay informed and ahead of the game by participating in this interactive session with our panelists, Mandy Armstrong and Reece Ashmore. Don’t miss out on this opportunity to enhance your knowledge and stay compliant with the ever-evolving legal landscape.

Mandy Armstrong, Director

Mandy advises clients on all aspects of employment law and HR, including discrimination and unfair dismissal, contractual issues, settlement agreements, redundancies, restructuring and TUPE. She acts for a wide range of both public and private sector clients, including various colleges and universities, and also acts for employees in relation to all types of workplace issues.

She regularly represents clients in the Employment Tribunal and Employment Appeal Tribunal. She is also involved in advising various education clients and local authorities in relation to Additional Support Needs issues, the Additional Support Needs Tribunal and has appeared in the Upper Tribunal for Scotland.  Mandy regularly provides in-house training workshops to HR professionals and managers on various aspects of employment law, including performance management, managing investigations and sexual harassment in the workplace.

Reece Ashmore, Solicitor 

Reece is a solicitor in the Employment, Immigration and Pensions Unit in our Edinburgh office. He regularly acts for both employer and employee clients across the private and public sectors. He has experience in different aspects of contentious employment issues, from disability and age discrimination to unfair dismissal, grievances and redundancies.

Reece is also involved in advising employers and employees on non-contentious matters such as settlement agreements and employment contracts and policies. He is adept at breaking down convoluted legal matters for clients to provide advice which is clear and accessible.