Why April 2026 changes to whistleblowing raise the stakes for sexual harassment investigations
Delivered by Bhayani Law, trusted specialists in HR and employment law, working side by side with employers to deliver practical, compliant solutions for today’s workplaces.
Workplace investigations are rarely straightforward, and nowhere is this more true than in cases involving sexual harassment. How an employer responds, investigates, and documents its decisions can significantly affect legal risk, employee trust, and organisational culture.
With the law already having shifted in October 2024, employers are now under a heightened duty to take all reasonable steps to prevent sexual harassment at work. This marked a clear move away from a reactive approach, placing greater emphasis on proactive risk assessment, prevention, and early intervention.
Looking ahead to April 2026, expectations will rise further. Sexual harassment will be explicitly included as a qualifying disclosure for whistleblowing purposes, increasing the likelihood that concerns may be raised outside of traditional grievance routes and exposing employers to additional legal and reputational risk if issues are not handled robustly.
Together, these developments mean that how employers identify, investigate, and learn from sexual harassment concerns has never been more critical.
Why join us?
This HR Exchange session provides a practical overview of how the changing legal landscape is affecting sexual harassment complaints and investigations in real workplaces.
Drawing on our recent experience supporting employers across a range of sectors, we will highlight where organisations are most exposed, what regulators and tribunals are likely to expect, and how employers can take proportionate, defensible steps without over-engineering their approach.
This session is not a full training course. It is designed to help you understand what’s happening, what good looks like, and where specialist support can add real value.
What we’ll cover:
- The legal position now and what’s coming next
A clear overview of the “all reasonable steps” duty and the April 2026 whistleblowing changes, and why they matter in practice. - Where employers are getting it wrong
Common investigation and handling mistakes in sexual harassment cases that increase legal and reputational risk. - Investigations as a prevention tool
How the way complaints are investigated, documented, and followed up feeds directly into compliance and culture. - Handling concerns before they escalate
Managing informal reports, early warning signs, and sensitive allegations in a way that protects both individuals and the organisation. - Knowing when to escalate
Recognising when issues require specialist investigation support or targeted sexual harassment training.
Cost and delivery
- Free of charge
- Wednesday 18 February 2026 | 12.00 – 13.00
- Delivered live via Zoom
- Recording provided to all registrants
Ask our experts
Have a question you’d like covered?
Email [email protected] when you sign up and we’ll aim to address as many questions as possible during the session.
Watertight clients will receive priority access to the session.
