The UK’s Worker Protection Act came into force last October; now is the time for all employers to act.
How we treat each other at work has been in the spotlight ever since the Weinstein scandal erupted last year. No one would deny that certain behaviours are so far across the line to ever be deemed acceptable but there is a certain amount of trepidation and concern that comes attached to the recent shift in attitudes. Has the 'PC pendulum' swung so far that in itself it has become an extreme, resulting in sterile workplaces? A lot of people have voiced this concern to me in recent months - comments along the lines of 'I can't say anything without fear of repercussion' or 'I can't even give a simple compliment without it backfiring, can I?'
One message is crystal clear- just because something 'always was' or 'that's just how it is here' are arguments that no longer hold sway. If something's not right it is imperative to challenge, because without challenge nothing changes. So yes, there's probably a bit more challenge out there at the moment. Rightly so. However, that doesn't mean we have to miss out on a fun and motivating workplace as a result.
Ultimately this is about striking a balance to create an environment where everyone feels comfortable. Achieving a balanced work environment does not mean it has become necessary to swing the PC pendulum to the extreme - in reality most people don't get offended or upset that easily. So how can it be achieved? It's pretty simple - firstly we all need to think more carefully about our own behaviour at work and secondly, when someone is upset or offended by something we have done, we must be prepared to discuss it openly, rather than taking a hostile, defensive stance (or putting it down to the world going 'PC mad'). It is about everyone taking responsibility for their work environment by listening more and moderating behaviour where necessary.
So no, I don't think that the 'PC pendulum' has swung too far - we're all in a period of adjustment which might be a bit bumpy at times but if it means we are on a path to creating better workplaces where everyone feels comfortable, then I'm okay with that.
"We're all in a period of adjustment which might be a bit bumpy at times but if it means we are on a path to creating better workplaces where everyone feels comfortable, then I'm okay with that".
Related Articles

Guest Q&A - Steven McCann on alcohol culture in professional services

Four reasons workplaces should be thinking about the topic of suicide

AI in HR Tech: a cautionary tale
%20(3).png)
%20(3).png)
Happy hour? A conversation about alcohol and work – culture, risk and belonging
From post-deal drinks to client events and team celebrations, alcohol is woven into workplace culture. Yet when something goes wrong, it’s rarely seen as ‘just a drink’.
With new duties on employers to prevent sexual harassment, and growing attention on workplace risk and inclusion, it’s time to take a more intentional look at how alcohol shapes workplace culture – and the risks it carries.
This short, focused webinar will explore:
• How alcohol contributes to conduct, harassment and reputational risk
• The assumptions we make about what’s normal, social or expected
• How alcohol intersects with inclusion, wellbeing and boundaries
• What to think about when conducting risk assessments and looking at policies
• Practical steps to build positive connection while protecting what matters
Speakers:
Helen Dallimore
Head of Training, Byrne Dean
An experienced facilitator, trainer and former employment lawyer, Helen works with organisations to strengthen leadership capability and embed respectful workplace behaviours. She brings particular expertise in creating inclusive cultures where people feel safe, respected and able to thrive.
Cicilia Wan
Principal Consultant, Byrne Dean
A former employment lawyer and experienced Head of Employee Relations in global financial services, Cicilia has seen first-hand how alcohol can affect conduct at work, with deep expertise in leadership, culture and people risk.
Steven McCann
Founder and Director, MCG Consulting
A leading voice in workplace addiction and recovery inclusion, Steven advises organisations on addiction awareness, recovery-informed culture and social mobility. He has spoken at the Bank of England and works regularly with law societies, the Legal Services Board and institutions across law, finance and corporate sectors.


Training Zone: Five 2025 training trends to address the knowing-doing gap
Matt Dean explores the knowledge gaps organisations are looking to close in 2025.


HR Magazine: Lab employee wins €10k after HR recorded him
Amanda Okill shares guidance on the role of HR in building trust and fostering a speak up culture.