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Commercial Awareness Compass

Power, liability and culture: Brabners shines the spotlight on sexual harassment law

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Zainab Hussein

Zainab is an Associate in Brabners' employment, pensions and immigration team. She has expertise in defending complex and varied employment tribunal litigation and a consistent record of achieving success for clients in those cases. She also handles advisory and non-contentious employment matters, including helping clients manage their employee change programmes involving the TUPE regulations and large restructures and redundancies.

Published Thu, 06 Nov

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High-profile allegations of sexual harassment and inappropriate workplace relationships have dominated the headlines, from the Greg Wallace investigation at the BBC to the Coldplay kiss-cam scandal involving Andy Byron and Kristen Cabot. These cases expose the messy intersection of reputation, compliance, and culture, while also underscoring the legal risks that employers face.

In the UK, a statutory duty to prevent harassment in the workplace means employers must prove they have taken all reasonable steps to prevent misconduct, or risk heavy tribunal awards and reputational fallout. 

Which behaviours count as harassment, and where do tribunals draw the line? How can businesses protect themselves from vicarious liability? And when a scandal goes viral, what strategies keep clients out of legal and reputational crisis?

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