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Ready for the Economic Crime & Corporate Transparency Act?

Ready for the Economic Crime & Corporate Transparency Act?

by | Jul 2, 2025 | Corporate Governance

The Economic Crime and Corporate Transparency Act is set to bring significant change to how organisations across the UK manage fraud prevention, transparency, and corporate accountability. Coming into force in September 2025, this new legislation will impose tougher obligations on businesses of all sizes.

As a Digital Learning provider, we want to ensure your teams are not only aware of the changes but are also fully equipped to respond with the right Fraud Awareness and Prevention Training.

What is the Economic Crime and Corporate Transparency Act?

Introduced as part of the UK government’s wider efforts to tackle economic crime, the Act is designed to:

  • Strengthen corporate transparency
  • Improve the accuracy of information held by Companies House
  • Clamp down on fraudulent activities
  • Introduce new offences and accountability for organisations that fail to prevent fraud

It builds on earlier legislation such as the Bribery Act (2010) and the Criminal Finances Act (2017), but goes much further in scope, including criminal liability for failing to prevent fraud by employees or associates.

Why is the Economic Crime and Corporate Transparency Act Important?

In 2024, the National Crime Agency estimated that 3.4 million incidents of fraud were reported in England alone. According to the Annual Fraud Indicator (2023), workplace fraud costs the UK economy an estimated £219 billion every year. These figures highlight the scale and severity of economic crime, which can affect organisations of all sizes.

Fraud not only causes direct financial losses, but can also damage a company’s reputation, erode trust among stakeholders, and lead to regulatory penalties or legal action. It can also have a significant impact on employee morale, especially if the fraud is committed by a colleague, or goes undetected for long periods. The Economic Crime and Corporate Transparency Act aims to address these challenges by strengthening corporate accountability and making it harder for criminals to exploit UK businesses. For employers, understanding the risks and taking proactive steps to prevent fraud is more crucial than ever.

Who Needs to Comply with the Economic Crime and Corporate Transparency Act?

Although the new offence of failure to prevent fraud will initially apply to large organisations, the overall reforms under the Act affect all businesses registered in the UK, including:

  • Financial institutions
  • Local councils and public sector bodies
  • Charities and not-for-profits
  • SMEs and larger corporate groups

Even if your organisation isn’t directly liable under the new offence, you could still be impacted via supply chains, partnerships, or customer due diligence requirements.

Key Provisions of the Act: What You Need to Know

Some of the most significant changes under the Economic Crime and Corporate Transparency Act include:

  • A new corporate offence: Companies can be prosecuted if they fail to prevent fraud committed by staff or associated persons.
  • Tighter identity verification: Directors, PSCs (Persons with Significant Control), and those filing documents at Companies House must verify their identity.
  • Increased powers for Companies House: To scrutinise and reject information that appears misleading or fraudulent.
  • Wider liability: Senior managers can be held individually accountable in certain circumstances.

The clear message is that organisations must take proactive steps to prevent economic crime or risk criminal sanctions.

Why Fraud Awareness and Prevention Training is Essential

With the clock ticking towards implementation in September 2025, now is the time to act. While updating systems and processes is essential, embedding a culture of awareness and compliance across your workforce is equally important.

Fraud Awareness and Prevention Training helps your employees to:

  • Recognise suspicious behaviour and red flags
  • Understand what constitutes fraud under the new Act
  • Know how to report concerns safely and effectively
  • Understand the legal and reputational risks of non-compliance
  • Play a proactive role in safeguarding your organisation

Training is one of the clearest ways to demonstrate that you’re taking “reasonable steps” to prevent fraud, which is a key defence under the new offence.

Fraud Awareness Online Learning

Our engaging, accessible Fraud Awareness and Prevention eLearning course is designed specifically for UK organisations, including public sector bodies and financial institutions. The course is:

  • Up to date with the latest legislation (including the Economic Crime and Corporate Transparency Act 2023)
  • Fully online and trackable for compliance purposes
  • Customisable to your internal policies and reporting structures
  • Suitable for all levels of staff, from frontline employees to senior management

By educating your teams now, you can build a solid line of defence and avoid costly consequences in the future.

Prepare Today for Compliance Tomorrow

The Economic Crime and Corporate Transparency Act marks a major shift in corporate accountability. With enforcement beginning imminently, the need for robust fraud prevention measures, including training, is more urgent than ever.

Don’t wait until the legislation comes into effect. Contact us today to learn how our fraud awareness and prevention training can help your organisation stay compliant, protect its reputation, and reduce risk.

Sexual Harassment Awareness Training – Why is it so important?

Sexual Harassment Awareness Training – Why is it so important?

by | Apr 4, 2025 | Employment and HR

Sexual Harassment At Work – A Serious Issue

Sexual harassment is a serious issue wherever it occurs. Here we look at how sexual harassment at work can have devastating effects on individuals and organisations alike. It creates a toxic work environment, damages employee wellbeing, and can result in legal and financial consequences for employers. Providing effective sexual harassment awareness training helps prevent misconduct, promotes a culture of respect, and ensures compliance with UK legislation, including the newly introduced Worker Protection Act 2023. This came into place in October 2024, and imposes a legal duty on employers to take reasonable steps to prevent sexual harassment in the workplace, shifting the focus from reactive measures to proactive prevention.

Identifying Sexual Harassment

Identifying sexual harassment is important in order to ensure that the matter is dealt with properly and the appropriate action is taken. It is important to understand that sexual harassment is defined as:

“Any form of unwanted verbal, nonverbal, or physical conduct of a sexual nature that violates the dignity of a person or creates an intimidating, hostile, degrading, humiliating, or offensive environment.”

Sexual Harassment can take many forms which are explained in the following sections.

Verbal Sexual Harassment

Verbal Sexual Harassment includes:

  • Making unwelcome sexual comments or innuendos
  • Asking about sexual fantasies, preferences, or history
  • Making sexual comments about a person’s appearance, body, or clothing
  • Repeatedly asking someone on a date despite them saying ‘no’
  • Spreading rumours about someone’s sex life

Non-Verbal Sexual Harassment

Non-Verbal Sexual Harassment includes:

  • Making sexual gestures or suggestive facial expressions
  • Following or stalking someone
  • Displaying explicit images or materials in the workplace
  • Obstructing someone’s path or deliberately entering their personal space

Physical Sexual Harassment

Physical Sexual Harassment includes but is not limited to:

  • Unwanted touching, hugging, or patting
  • Touching another person’s clothing, hair or body without their consent
  • Brushing against someone inappropriately
  • Physically blocking someone’s movement or making them feel unsafe due to your close proximity

These are only some of the examples of sexual harassment in the workplace, but there are more. If there is unwanted behaviour of a sexual nature, it’s not OK.

Workplace Banter OR Sexual Harassment?

Sexual harassment can occur in workplaces where there is a culture of jokes and banter so it’s important to recognise when that behaviour crosses the line into harassment. Even if someone does not outwardly object, it doesn’t mean they are comfortable with the behaviour. External pressures, such as fear of causing conflict, can prevent individuals from speaking up. When banter becomes harassment, the behaviour:

  • is of a sexual nature and
  • creates an intimidating, hostile, or offensive environment and
  • is unwelcome or unwanted

Worker Protection Act (2023) |The Legal Landscape

Protection against workplace sexual harassment was strengthened in the UK, in October 2024, when the Worker Protection Act (2023), an amendment to the Equality Act 2010, came into place.

Under this new law, employers have a legal duty to take proactive and reasonable steps to prevent sexual harassment, rather than simply addressing incidents after they occur. This also includes harassment from third parties such as customers and clients.

Sexual Harassment | Employer Responsibilities

  • Identify risks of sexual harassment in the workplace
  • Implement reasonable measures to reduce these risks
  • Foster a workplace culture that prioritises respect and safety

Failure to comply can lead to serious legal and financial consequences, including liability for failing to protect employees from harassment.

Impact of Sexual Harassment on Employees and Businesses

Sexual harassment has far-reaching consequences beyond the immediate victim. It affects the entire organisation, leading to:

  • Mental health issues (stress, anxiety, PTSD, depression)
  • Physical health problems (hypertension, cardiovascular disease, chronic illnesses)
  • Decreased productivity and engagement
  • Higher employee turnover and absenteeism
  • Reputational damage and legal liability

Preventing Sexual Harassment at Work | Steps Employers Can Take

There are a number of steps that employers can take to prevent sexual harassment at work which we have listed below. Further information can be found at the Acas website under Sexual Harassment > Preventing Sexual Harassment.

Sexual Harassment Awareness – Provide Education and Training

Regular and comprehensive Sexual Harassment in the Workplace Awareness Training, ensures employees understand what constitutes sexual harassment, and how to prevent it.

Sexual Harassment Policy – Establish Clear Procedures

Ensure all employees are aware of, and understand the company’s sexual harassment policy, including reporting procedures and consequences.

Reporting Sexual Harassment at Work

TThe reporting of a possible case of sexual harassment at work can be difficult so it is important to create a safe and supportive environment where employees feel comfortable coming forward without fear of retaliation.

Responsible Persons | Take Action Against Sexual Harassment

Sexual harassment must be dealt with properly and it is therefore vital that employers, the management team and responsible persons lead by example – they should ensure their own behaviour is always respectful, should be able to identify sexual harassment at work, understand what steps should be taken to address and eliminate it in the workplace and must take immediate action against harassment to demonstrate that misconduct will not be tolerated.

With the Worker Protection Act (2023) now in force, employers must be proactive in preventing sexual harassment in the workplace. Training employees, enforcing clear policies, and fostering a respectful work environment not only protects individuals but also strengthens your organisation as a whole. By prioritising prevention, businesses can ensure compliance, enhance workplace culture, and support employee wellbeing.

For more information on Sexual Harassment in the Workplace Awareness Training, please give us a call on 01332 208500 or email hello@real-sense.com.

Time to Talk Day 2025 > Mental Health in the Workplace

Time to Talk Day 2025 > Mental Health in the Workplace

by | Feb 6, 2025 | Health and Wellbeing

Time to Talk Day is here again – providing an invaluable reminder of the importance of conversations about mental health. Falling on 6th February 2025, this national event encourages people across the UK to open up, connect, and break the stigma surrounding mental health issues.

What is Time to talk day?

Time to Talk Day is run by Mind and Rethink Mental Illness, in partnership with Co-Op. The day aims to create an empowering community where mental health can be openly talked about and supported. For workplaces, it’s the perfect opportunity to foster a culture of openness and support—one conversation at a time.

Let’s talk about Mental Health and Wellbeing

Time to Talk Day is the UK’s largest mental health conversation. It’s a day for friends, families, communities and workplaces to come together to talk, listen and change lives. Time to Talk Day takes place on the 6th February 2025 and is the nation’s biggest conversation on mental health and wellbeing. Time to Talk Day 2025 is run by Mind and Rethink Mental Illness, in partnership with Co-op and delivered by See Me with SAMH (Scottish Action for Mental Health), Inspire and Time to Change Wales.

The aim of Time to Talk Day is to help get everyone feeling comfortable talking about mental health.

Time to Talk Day: Why Talking About Mental Health Matters

Mental health is a critical yet often overlooked aspect of wellbeing. According to the Mental Health Foundation, one in six employees experiences a mental health problem at any given time. Despite this, many workers feel unable to discuss their struggles due to fear of judgment or negative consequences. In fact, Time to Talk Day 2024 revealed that nearly two thirds of the UK public put on a brave face to avoid talking about their mental health. And nearly half of us are less likely to open up as we don’t want to worry others in already difficult times.

Creating an environment where employees feel comfortable discussing mental health can:

  • Improve productivity: Happier, healthier employees are more engaged and productive.
  • Reduce absenteeism: Addressing mental health issues early can prevent extended absences.
  • Foster loyalty: Employees who feel supported are more likely to stay with their employer.

Supporting Mental Health in the Workplace

The Role of Employers

Employers have a responsibility to create a workplace culture that supports mental health. This involves more than providing access to resources; it means actively encouraging conversations and equipping staff with the tools they need to support each other.

How You Can Help Support Mental Health

On Time to Talk Day, why not host a dedicated mental health awareness session or share stories from employees or leaders who have navigated mental health challenges? Beyond formal policies and legal requirements, employers can foster a mentally healthy workplace by encouraging team-building activities like mindfulness sessions, group walks, or casual coffee catch-ups to help employees connect. Creating a warm and inclusive environment could also mean celebrating small wins together, introducing ‘no-meeting’ afternoons to ease workload pressure, or even having a dedicated space where employees can take a break and recharge. Simple gestures like recognising achievements, showing appreciation, and promoting a culture of kindness can go a long way in supporting mental well-being at work. 

How can you get involved?

Here are some simple steps to help you get involved with the Time to Talk campaign.

1. Plan an activity – think about activities that will bring people in your community or workplace together to talk, listen and change lives.

2. Find a good place to chat – Indoors, outdoors? Think about hosting an event at a popular venue near you to get your community talking.

3. Download helpful mental health resources – There are plenty of resources out there – why not download and use our FREE editable poster to promote your activity.

4. Keep talking – remember, this isn’t a once a year event. Regular chats are important for other people’s mental health and wellbeing as well as yours. Keep the conversations going.

Download a FREE Editable Time To Talk Poster

Time to Talk Day is an annual event that reminds us of the importance of talking about mental health. However, we need to maintain and promote a culture where people feel more comfortable talk and sharing their mental health situations and experiences. Here is an editable poster that you can download and use for FREE. 

Time to Talk Event Poster

Download the ‘Time to Talk’ poster to promote your event. Consider the following key points:

  • Add your own specific details to promote your time to talk activity
  • Explain where and when 
  • Choose a location for your poster with good visibility to promote your event
  • Remember this can be a regular event, not just a one-off or annual activity – so keep the conversation going.

Display the poster in a prominent place to promote your time to talk event.

How Mental Health and Wellbeing Training Courses Can Help

Mental Health Awareness Training can help you to understand the different factors that can affect your own mental health (and that of your colleagues and employees) and obtain the knowledge and support for dealing with mental health issues should they arise. It equips employees and managers with the knowledge to:

  • Recognise the signs of poor mental health in themselves and others.
  • Appreciate common mental health issues and how widespread they are.
  • Recognise that your mental health can change throughout your life and that there should be no stigma attached to mental health issues.
  • Understand the connection between physical and mental wellbeing
  • Know how to confidently talk to someone about mental health issues and respond empathetically and effectively.
  • Signpost colleagues to appropriate support resources.

By investing in mental health training, employers demonstrate their commitment to their workforce’s well-being, while empowering teams to foster a supportive and inclusive environment.

Mental Health: Start the Conversation This Time to Talk Day

This Time to Talk Day, take a moment to consider how your workplace approaches mental health. Are you doing enough to break down the stigma? Are your employees equipped to support one another? Small steps, like initiating a conversation or arranging training, can have a big impact.

At RealSense, we’re passionate about helping organisations create mentally healthy workplaces. Our Mental Health Awareness Training course is designed to provide practical tools and strategies that make a real difference. It’s full of information, hints, tips and specialist advice, and benefits organisations and individuals who want to increase their awareness of how to support and care for mental health.

Mental Health Support Information

Further Mental Health and Wellbeing Contacts

If you, or anyone you know, needs help and support with their mental health and wellbeing, you can get help and advice by contacting any of the organisations below.

Call Mind’s Infoline for information and support in England and Wales on 0300 123 3393 or email info@mind.org.uk

Contact SAMH (Scottish Action for Mental Health) for information and support in Scotland on 0344 800 0550. Email: info@samh.org.uk

Call Inspire for information and support in Northern Ireland on 0289 032 8474.

Call Samaritans for support anywhere 24/7 on 116 123 or email: jo@samaritans.org

Text SHOUT for support anywhere on 85258.