On 1 September 2025, organisations in the UK need to be ready to demonstrate that they are taking all reasonable steps to prevent fraud by their employees and all other “associated” people.This is because the government is taking action to address fraud by implementing the Economic Crime and Corporate Transparency Act 2023 (ECCTA) driven in no small part by the fact that a staggering 41% of all crime in England and Wales is fraud, making it one of the most common crimes in the UK.The new corporate criminal offence is referred to as the “failure to prevent fraud” law and applies to larger organisations that meet at least two of the following criteria:<ul><li>More than 250 employees</li><li>More than £36m annual turnover</li><li>More than 18m in total assets</li></ul>The law will make an organisation criminally liable for fraud committed by an employee or “associated person” who intended to benefit the company. Organisations will be required to demonstrate that they had suitable fraud prevention measures in place at the time an offence occurs.<h3 id="b12b3f01-a7bb-4310-b1f7-ec845e3240dd" data-toc-id="b12b3f01-a7bb-4310-b1f7-ec845e3240dd">Impact on SMEs</h3>Although you may be a smaller employer, meaning the law will not directly apply, as we have seen with other legislation there will be a trickle-down impact.SMEs can expect that when tendering for work with a larger organisation or when completing an accreditation application to be asked what steps they are taking to prevent fraud and what is the evidence of their actions.<h3 id="4fbd1997-c34c-4702-b5cc-9d2c712536f8" data-toc-id="4fbd1997-c34c-4702-b5cc-9d2c712536f8">Reasonable fraud prevention procedures</h3>Under the new legislation organisations will be able to defend against prosecution if they can prove they have taken practical steps to prevent fraud.The government has set out the following six principles to guide employers on establishing fraud prevention procedures:<ol><li>Top-level commitment - Senior management foster a culture that rejects fraud and encourages employees to speak up about concerns.</li><li>Risk assessment - Identify specific fraud risks relevant to the organisation's operations and develop controls and procedures to address those risks.</li><li>Risk based prevention procedures – Develop a fraud prevention plan including implementing clear and comprehensive anti-fraud policies and procedures.</li><li>Due diligence – Establish and maintain strong internal controls (e.g. segregation of duties and access controls).</li><li>Communication (including training) - Providing regular fraud awareness training to employees and issuing relevant policies.</li><li>Monitoring and review - Regularly monitor and review the effectiveness of fraud prevention procedures.</li></ol>These six principles are intended to be flexible and adaptable so that organisations can take action to prevent fraud that is proportionate to the risks within their business.Relevant organisations that fail to actively prevent fraud can expect to face substantial fines.If you need further advice on this subject please contact your HR advisor.Source: Gavin Parrot

On 1 September 2025, organisations in the UK need to be ready to demonstrate that they are taking all reasonable steps to prevent fraud by their employees and all other “associated” people.

Forthcoming legislation – “the failure to prevent fraud” law

In the UK there are currently three main types of employment status. In this article we will consider the differences between each category and look ahead to the government’s vision for a two-tier approach to employment status.The three statuses in the UK today are employee, worker and self-employed.Each status has different rights and responsibilities. Employees receive the most protection and rights, self-employed receive the least and workers are in the middle.Correctly identifying an employment status is essential and getting it wrong can be expensive.Classifying an individual as self-employed when they are actually an employee can be very costly and trigger back payments in tax and employment liabilities (e.g. the cost of payments for unpaid holiday can be damaging to an employer).<h3 id="54494447-7f0f-4001-89ce-249989e9c097" data-toc-id="54494447-7f0f-4001-89ce-249989e9c097">Understanding the different statuses</h3>Here are the key differences between the three statuses:<ul><li>Employees are individuals who work under a contract of service. They are entitled to full employment law protections and they get all the rights that workers are entitled to receive.</li><li>Workers are individuals who, whilst not employees with employment rights, are not fully independent and therefore are entitled to only some protections. They are entitled to basic rights such as holiday pay, rest breaks and the national minimum wage. But they miss out on the higher level of protection that employees receive. The difference between a worker and employee can be hard to determine and is decided by individual situations.</li><li>Self-employed are individuals who work under a “contract for services.” They are their own bosses and are not entitled to employment law protections.</li></ul><h3 id="c9e93cc8-5f3b-4902-b59c-54efb960c311" data-toc-id="c9e93cc8-5f3b-4902-b59c-54efb960c311">Factors in determining status</h3>The nature of the relationship between the individual and the organisation determines which status will apply. This, along with the personal performance of the service, the obligations involved, and the amount of control exerted by the organisation are really the true tests.Here are the key considerations tribunals will consider when determining the status of an individual:<ul><li>Personal service – Is the individual required to perform the service themself or can they subcontract their work or appoint a substitute?</li></ul>“Personal service” is a condition of employee status. So, if an organisation does not require an individual to provide a personal service this is an indicator of self-employment.<ul><li>Mutuality of obligation – If an organisation is obliged to provide an individual with work and pay, and that individual is obliged to do that work personally it indicates an employment relationship.</li></ul>Whereas if the individual is a worker these obligations do not apply as the organisation is not obliged to provide work and the individual is not obliged to accept it.<ul><li>High levels of control – If an organisation exercises high levels of control over an individual’s workload and where, when and how that individual carries out their work it indicates an employee status.</li></ul>Whereas, if the individual has a level of freedom over where, when and how much they work it suggests a worker status. Workers still fall under the control of the organisation but they have more choice on where, when and how they work.<ul><li>Other factors to consider – Individuals who provide their own equipment, set their own hourly charge rates, have financial risk and work for other companies are likely to be self-employed.</li></ul>Whereas individuals given set or minimum hours, where pay rates are set by the organisation, who have low / minimal financial risk, who cannot work for others (without permission from the organisation) and those more deeply integrated in the organisation tend to be workers or employees.<h3 id="fa59052b-0c98-4d56-953d-10bb015d478c" data-toc-id="fa59052b-0c98-4d56-953d-10bb015d478c">Potential “two-tiered” status</h3>The government has set out proposals to explore a combined employee / worker status and a separate self-employed category.This plan is not part of the Employment Rights bill but remains a longer term objective following further consultation with employers.Should the proposed change become legislation, “workers” as we know them now, will be entitled to all basic employment rights from day one.Source: Gavin Parrot

In the UK there are currently three main types of employment status. In this article we will consider the differences between each category and look ahead to the government’s vision for a two-tier approach to employment status.

Ways to assess employment status

Did you know that IEMA is rebranding? IEMA will officially become The Institute of Sustainability and Environmental Professionals (ISEP) on 17 July 2025.As a trusted IEMA training partner, we are here to ensure that the transition to ISEP is smooth and seamless for all learners, businesses, and partners.Why the change?Although IEMA legally changed its name to ISEP in January 2025, the public launch of the new ISEP brand takes place on 17 July 2025. This transition reflects ISEP’s ongoing mission to better represent sustainability and environmental professionals across the globe.What does this mean for our delegates?While the course content remains unchanged, the course titles will be updated to reflect a broader sustainability focus. As we near the launch date, we are in the process of updating all course materials, course names and branding to align with the new ISEP brand.Course name updates:<ul><li>IEMA Foundation Certificate in Environmental Management (AIEMA) → ISEP Foundation Certificate in Sustainability &amp; Environmental Management (AISEP)</li><li>IEMA Certificate in Environmental Management (PIEMA) → ISEP Certificate in Sustainability &amp; Environmental Management (PISEP)</li></ul>New ISEP post-nominals will also apply to learners gaining professional recognition:<ul><li>AISEP (Associate)</li><li>PISEP (Practitioner)</li><li>MISEP (Full Member)</li></ul>These post-nominals should be used from 17 July onwards.CertificationLearners who completed courses on or after 8 January 2025 (the legal name change date) will automatically receive certificates under the new ISEP brand. Delegates who are wanting a paper certificate with the updated branding will be able to purchase one from ISEP’s website after 17 July.If you have any questions about the upcoming transition from IEMA to ISEP, or how it may affect your training or certification, please get in touch we’re happy to help guide you through the changes and ensure you are fully prepared for the launch on 17 July 2025.<a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/courses?category=iema">Click here</a> to visit our website to explore our IEMA course offerings or call us on 01752 201616 to speak to a member of our team directly.

Did you know that IEMA is rebranding? IEMA will officially become The Institute of Sustainability and Environmental Professionals (ISEP) on 17 July 2025.

IEMA rebrands to ISEP: same standards, new name

The government has now published a timeline for their proposed changes to employment law under the Employment Rights Bill.Here is a summary of the anticipated changes and most likely dates for implementation:<h3 id="9e8dec72-553b-4698-b4b2-6033ef27b8cc" data-toc-id="9e8dec72-553b-4698-b4b2-6033ef27b8cc">April 2026</h3><ul><li>A day one employment right to Paternity Leave and Unpaid Parental Leave.</li><li>The three waiting days for Statutory Sick Pay to be removed.</li><li>The Lower Earnings Limit for Statutory Sick Pay to be removed (currently to qualify for SSP an employee must earn an average of £125 per week).</li><li>The Fair Work Agency to be established as a new enforcement body.</li><li>Enhanced whistleblowing protections relating to disclosure about sexual harassment.</li></ul><h3 id="2f8129dc-e27d-46d0-9e40-39fe629d1d9d" data-toc-id="2f8129dc-e27d-46d0-9e40-39fe629d1d9d">October 2026</h3><ul><li>Existing fire and rehire practices to be prohibited.</li><li>Employment tribunal time limits to be extended from three months to six months.</li><li>A new requirement for employers to take “all reasonable steps” to prevent the sexual harassment of their employees.</li><li>A new obligation on employers to not permit the harassment of their employees by third parties.</li></ul>The government has also set out its plan for new legislation in 2027 which is set to include the following:<ul><li>A day one right to protection from unfair dismissal. We expect there to be less protection in the first nine months to enable a “lighter tough” dismissal process aligned to probation periods.</li><li>Changes regarding the use of zero-hour contracts (the amended legislation will give workers the right to request guaranteed hours if they have worked an average of at least eight hours a week over a rolling 26 week period).</li><li>Changes to collective consultation thresholds for redundancies.</li><li>Flexible working to be amended.</li><li>New right to paid bereavement leave.</li><li>Gender pay gap and menopause action plans (although these will be introduced on a voluntary basis in April 2026).</li><li>Regulation of umbrella companies.</li><li>Additional rights for pregnant workers.</li></ul>A completely new element announced by the government (in July 2025) as part of the ER Bill will be a ban on NDAs (non-disclosure agreements) which cover harassment and discrimination in the workplace.This change means any contract (or similar provision) that attempts to prevent an employee from raising allegations of harassment or discrimination will be unlawful. This change will apply to Settlement Agreements.We will keep members updated as the legislation passes through the various stages of parliamentary approval.Source: Gavin Parrot

The government has now published a timeline for their proposed changes to employment law under the Employment Rights Bill.

Employment Rights Bill update 

As of March 2025, PASMA has moved from issuing physical cards to a fully digital ID card for all their training courses.This shift is part of PASMA’s commitment to improving efficiency, accessibility and&nbsp;environmental sustainability across the industry.<h2 id="466a109b-c0f3-4dbd-8f25-8322e9049057" data-toc-id="466a109b-c0f3-4dbd-8f25-8322e9049057">What’s changed?</h2>Previously, those who successfully completed a PASMA course would receive a plastic ID card by post. Now, all PASMA cards are issued digitally, accessible via the TowerSure app or through the PASMA website.<h3 id="0aa8fb6c-b66f-4245-a010-4c4bb602e3af" data-toc-id="0aa8fb6c-b66f-4245-a010-4c4bb602e3af">Digital cards offer many benefits:</h3><ul><li>Available instantly - no need to wait for the post</li><li>Easy to access on smartphones or tablets</li><li>Secure and simple to present or verify on site</li><li>Better for the environment</li></ul><h2 id="e643013d-9cec-495e-97e2-7affece505b9" data-toc-id="e643013d-9cec-495e-97e2-7affece505b9">What you need to do</h2><h3 id="5864ea8c-bad8-4428-987e-676840c51be7" data-toc-id="5864ea8c-bad8-4428-987e-676840c51be7">If you have completed a PASMA course recently:</h3>Once your course is booked, we’ll send you joining instructions explaining how to access your digital card through the TowerSure app.<h3 id="5c0800f7-8ba1-4599-9db2-2b831c57ba01" data-toc-id="5c0800f7-8ba1-4599-9db2-2b831c57ba01">This update applies to all our PASMA training courses, including:</h3><ul><li>Towers for Users</li><li>Low-Level Access</li><li>Towers for Managers</li></ul><h3 id="0e34211f-7986-4564-ae6c-7325d6844dc2" data-toc-id="0e34211f-7986-4564-ae6c-7325d6844dc2">Book your PASMA course with us</h3>Looking to gain or renew your PASMA certification? We offer accredited training courses, led by our expert trainers, helping you work safely and confidently at height. Your PASMA card is now issued digitally as standard via the TowerSure app. If you require a physical card, please note that an additional fee will apply.Book your PASMA course today ? <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/courses?search=pasma">https://www.ssg.co.uk/courses?search=pasma</a>

As of March 2025, PASMA has moved from issuing physical cards to a fully digital ID card for all their training courses.

PASMA moves to digital cards 

At SSG we want to make each of our courses as accessible as possible, and ensure we set the correct expectations for delegates looking to undertake a new course.We sat down with our Head of Services Delivery Adam Worth to discuss what NEBOSH courses are really like, from his perspective as a trainer.&nbsp;&nbsp;<h3 id="3adbf955-3d04-459d-b6d2-7c79fa56ef4a" data-toc-id="3adbf955-3d04-459d-b6d2-7c79fa56ef4a">How could a NEBOSH course benefit your career?&nbsp;</h3>NEBOSH is an internationally recognised organisation. It's well established, being founded in 1979 and providing a high standard of health and safety training and accreditation since then.That means people associate NEBOSH qualifications with these high standards; the qualifications are widely recognised and seen as a strong foundation for those in or moving into safety focused careers. Higher level qualifications such as the diploma can be essential to those looking to progress a health and safety focused career. Many employers will identify NEBOSH courses as a mark of continuous professional development.<h3 id="e5d735bc-c873-405f-a5f5-f75e741319d5" data-toc-id="e5d735bc-c873-405f-a5f5-f75e741319d5">In your experience, what's one thing that surprises people once they start a course?&nbsp;</h3>People are often shocked to realise health and safety isn't just about putting up signs and wearing a high vis jacket: it involves elements of law, culture, psychology and other human factors too. I find a lot of people's experiences of health and safety have been general inductions with a focus on rules, which is where people might switch off.What’s great about NEBOSH is it allows people to get a handle on health and safety culture. It's about people, systems, and processes - and continually reviewing these factors in a way that's good for your business.<h3 id="63c12b58-0a88-498e-9e0b-0c7abd364d0e" data-toc-id="63c12b58-0a88-498e-9e0b-0c7abd364d0e">What does NEBOSH mean for businesses and employers?&nbsp;</h3>The courses themselves offer a good grounding in applying occupational health and safety in a business sense. The diploma teaches you to understand business as well as safety, and how a strong health and safety culture mirrors strong business leadership and management.This may sound counterintuitive, but when people talk about what is the most important thing in their business, lots of people are inclined to say health and safety. It is fantastic when people say that, because that is key, but I think if people were completely objective they’d probably say the most important thing is running a good, effective business that makes profit and benefits the people around it. Or for a non-profit, they might say it’s about making sure you raise more funds than you spend.I think people fail to recognise health and safety is what helps businesses to achieve these things. An effective health and safety culture and an effective business model go hand in hand. NEBOSH courses are designed to enable businesses to be run efficiently and to achieve their goals, safely, with minimised disruption and with a clear structure.<h3 id="9499e982-3b3b-4e9a-bb00-b120ec29a6e4" data-toc-id="9499e982-3b3b-4e9a-bb00-b120ec29a6e4">How flexible is NEBOSH study for someone who works full time or who has other commitments?&nbsp;</h3>We try to be as flexible as possible. I would say our delivery methods certainly help - with hybrid delivery, delegates can attend the course both via the classroom or remotely. We're also growing our NEBOSH e-learning offerings, which will open barriers to entry as people can very much learn at their own pace.People obviously need to be able to dedicate enough time in their lives to enter and complete the courses. It can be tough, but the assessments do provide some flexibility. Open book exams for the certificate level courses are completed in a window between 24 and 48 hours for example. For the diploma course, this is two weeks for units DN2 and DN3 and four weeks for DN1, so there is a sense of flexibility there.<h3 id="cb8da38d-4243-4340-bd2a-e1da7acca085" data-toc-id="cb8da38d-4243-4340-bd2a-e1da7acca085">How do we support our delegates throughout their NEBOSH qualification? How are people encouraged to seek advice and support?&nbsp;</h3>We make sure we've got tutor contact and tutor support so that students feel they've got the means to ask for help. Particularly at diploma level, we do regular check-ins individually with delegates to see how they're doing, and tailor support accordingly. We also try and use formative assessment techniques to judge how delegates are doing and identify if we need to step in and provide support.We actively encourage this environment where people can admit if they need support, because we know how hard it can be to stand up and say you need help.<h3 id="23d682fd-45c6-4c99-98ed-34e8020e87ef" data-toc-id="23d682fd-45c6-4c99-98ed-34e8020e87ef">Why should people undertake NEBOSH courses?</h3>NEBOSH opens so many doors for individuals and for the businesses they work with, all for good reason. The courses are widely respected because they do require that commitment and effort. We don't want people entering it naively, because it is a commitment and the courses can be a challenge. That's why we do what we can to provide support – screening our diploma applicants for example and having these conversations before the person has even gotten into the classroom. We work hard to ensure our students are supported, and we can overcome many of these challenges.Our goal is to make sure people can get the qualifications they need to open doors for themselves and for their organisations, and that they feel supported in doing so.

At SSG we want to make each of our courses as accessible as possible, and ensure we set the correct expectations for delegates looking to undertake a new course. We sat down with our Head of Services Delivery Adam Worth to discuss what NEBOSH courses are really like, from his perspective as a traine

NEBOSH courses: A Trainer’s Perspective  

In the UK the cost of poor mental health is estimated to be a staggering £42 to £45 billion each year. Sickness absence, reduced productivity and staff turnover are all contributory factors. Whereas good mental health can play an essential role in the wider success, happiness and productivity of a workforce.Striving to build good mental health amongst the whole workforce clearly needs to be an ongoing focus for employers. A central step to this is mental health awareness training that reduces the stigma linked to poor mental health and empowers employees with the knowledge to build resilience and proactively prevent mental ill health from occurring at all.Here at SSG we run multiple options to assist organisations put in place the skills and methods for supporting employees with poor mental health, such as Mental Health First Aiders, Mental Health Aware, MHFA Champions, MHFAider® Refresher and Mental Health Overview.Employers also have the option to facilitate their own awareness sessions which can be developed around SSG toolbox talks such Mental Health at Work, Mental Health Culture and Stress and Anxiety Guidance.Here is a quick guide to the content to include when running an extended toolbox talk or team awareness session on mental health.<ul><li>Consider the primary mental health challenges for employees</li><li>Share knowledge around the most common mental health conditions experienced by employees in the UK namely anxiety, depression, stress and burnout.</li><li>How to spot the signs in yourself and colleagues</li><li>Consider the signs of anxiety, depression, stress and burnout to prevent the situation deteriorating.</li><li>Discuss ways to prevent mental health deteriorating.</li><li>Encourage employees and managers to have early discussions on the signs and agree steps together to prevent deterioration.</li></ul><h3 id="1d296e4e-703f-4935-ba44-a3dd48b9f75f" data-toc-id="1d296e4e-703f-4935-ba44-a3dd48b9f75f">Factors that impact on mental health</h3><ul><li>Talk through the internal and external factors that can negatively affect mental health such as managing workloads, work life balance, personal situations and workplace culture.</li><li>Talk through what steps individuals can take to maintain their wellbeing.</li></ul><h3 id="577b9776-1150-4d2d-a72f-dfdc56a0724f" data-toc-id="577b9776-1150-4d2d-a72f-dfdc56a0724f">Having positive conversations</h3><ul><li>Promote a positive culture where mental health can be openly discussed.</li><li>Discuss how the stigma of mental health can be reduced.</li><li>Remind employees that it is ok to talk about their individual challenges and difficulties if they feel like they can and want to.</li><li>Make everyone aware that we each have different experiences and no two individuals will feel the same way when dealing with the same situation, issue or challenge in our lives.</li><li>Discuss the importance of self-care and building time into individual routines to achieve this.</li></ul><h3 id="eacb5e7e-b726-4263-9d01-2ae21a839ce4" data-toc-id="eacb5e7e-b726-4263-9d01-2ae21a839ce4">Signposting</h3><ul><li>Remind employees of the mental health resources and support services available to them in your organisation (e.g. Mental Health First Aiders if applicable).</li><li>Provide details of your Employee Assistance Programme (EAP) if you have one.</li><li>Share details of local charities and national support services. Examples include:<ul><li>Talk Works Devon (NHS counselling self-referral service) - <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.talkworks.dpt.nhs.uk/">TALKWORKS | Devon's NHS Talking Therapies Service</a></li><li>Andy’s Man Club - <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://andysmanclub.co.uk/">ANDYSMANCLUB - It's Okay To Talk</a></li><li>Man Down - <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.mandownprogramme.com/">HOME | Man Down Programme</a></li><li>Lighthouse (for workers in the construction sector) - <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://lighthousecharity.com/support/self-referral">I need help for myself | Lighthouse</a></li></ul></li></ul>

In the UK the cost of poor mental health is estimated to be a staggering £42 to £45 billion each year. 

How to run a mental health awareness session with your team

This year we have seen an increase in clients seeking advice after an employee has “blown the whistle” on an internal practice or situation they are concerned about. When an employee raises a concern under the whistleblowing policy this is referred to as making a “protected disclosure.”In this article we will explore what a whistleblowing policy is and why employers need to have one.<h3 id="daf7e0ee-1668-4a9c-9597-7c7000d522bc" data-toc-id="daf7e0ee-1668-4a9c-9597-7c7000d522bc">What is a whistleblowing policy?</h3>A whistleblowing policy is the procedure for employees to follow if they suspect wrongdoing is occurring within their organisation. The policy enables employees to raise concerns which must then be investigated internally and objectively by the employer.<h3 id="bd454999-4776-4939-8922-671906363f08" data-toc-id="bd454999-4776-4939-8922-671906363f08">Why do employers need a whistleblowing policy?</h3>Having a policy steers employers to maintain high standards, demonstrate accountability and be transparent with all their stakeholders.By engaging with the policy organisations can reduce risks of fraud and unethical practices and help increase compliance with regulators and their health and safety obligations.<h3 id="93ad5b0e-5c78-4eae-9bcf-602e0ca12f3c" data-toc-id="93ad5b0e-5c78-4eae-9bcf-602e0ca12f3c">Legal considerations for employers</h3><ul><li>A whistleblower is protected against being dismissed, or subject to any detriment, for whistleblowing. This is set out in the Public Interest Disclosure Act 1998 (PIDA) which protects employees who report wrongdoing.</li><li>A dismissal for whistleblowing is automatically unfair even if the employer has followed a fair procedure.</li><li>The cap on compensation to a whistleblower does not apply to whistleblowing dismissals. The purpose of this is to stop an organisation from making a financial calculation along the lines of “if our worst-case scenario is a year’s pay, we are prepared to risk it to remove this troublemaker”.</li><li>An employee who alleges that they have been dismissed because of whistleblowing can apply to the employment tribunal for “interim relief” within seven days of their dismissal. This triggers a prompt hearing that only considers if the employee is likely to be able to show they were dismissed because of whistleblowing. If that is the finding the employer is ordered to continue paying the employee their full salary until the full tribunal is convened. The purpose of this is to minimise any financial hardship for a whistleblower who has been dismissed.</li><li>Whistleblower protections also include job applicants who have the right to make a “protected disclosure.”</li></ul><h3 id="cfc3e3c6-2c2c-498a-a532-4bf3fbf7fca3" data-toc-id="cfc3e3c6-2c2c-498a-a532-4bf3fbf7fca3">Essential elements of a whistleblowing policy</h3>A whistleblowing policy should:<ul><li>establish clear reporting channels, ensuring that workers know how and to whom to report their concerns</li><li>provide appropriate assurances of confidentiality</li><li>set out the protections against detriments and dismissal that apply to whistleblowers</li></ul>Best practice organisations will also:<ul><li>provide an anonymous reporting system (e.g. confidential phone line or reporting portal)</li><li>train employees at all levels about the importance of whistleblowing and associated procedures</li><li>Appoint a senior employee (e.g. a director) as whistleblowing champion to ensure the confidentiality of whistleblowers.</li></ul><h3 id="bda8883d-65eb-42e3-85f3-b3221102afe5" data-toc-id="bda8883d-65eb-42e3-85f3-b3221102afe5">Further support</h3>If you have any queries about whistleblowing please contact your HR consultant.Additional resources relating to whistleblowing include a toolbox talk video which can be found in your membership area of the SSG website.

In this article we will explore what a whistleblowing policy is and why employers need to have one.

Whistleblowing – what is it and why do employers need a policy?

NEBOSH qualifications are internationally respected and widely recognised as a benchmark for health, safety, and environmental excellence, but with a variety of courses to choose from, it can be difficult to know which course is right for you and your organisation.Whether you are looking to advance your career, enhance your organisation’s compliance, or build a foundation in workplace safety, NEBOSH offers a clear path to achieving your goals. To support your journey, we’ve compiled answers to some of the most frequently asked questions helping you make an informed and confident choice about your next steps.<h3 id="6bda51e9-6c2a-4e2b-b026-0fe130e80d4a" data-toc-id="6bda51e9-6c2a-4e2b-b026-0fe130e80d4a">What is NEBOSH and why is it important?</h3>NEBOSH (the National Examination Board in Occupational Safety and Health) is an independent, globally recognised awarding body for health, safety and environmental qualifications. Its purpose is to provide a high standard of workplace training which equips delegates with the skills necessary to work safely according to the context of their role and industry. In doing so, NEBOSH encourages organisations to build these skills into a wider working culture: promoting a proactive approach to occupational health, safety, and environment.Achieving a NEBOSH qualification provides delegates with widely recognised qualifications which demonstrate a commitment to and aptitude for organisational health, safety, and environment. In supporting this, completion of many NEBOSH courses now entitles individuals to Associate Membership (AIIRSM) of the International Institute of Risk and Safety Management (IIRSM).<h3 id="17cdde47-ac35-4feb-b77c-33abeaafe217" data-toc-id="17cdde47-ac35-4feb-b77c-33abeaafe217">Which NEBOSH course is right for me and my organisation?</h3>NEBOSH courses are designed to provide a comprehensive understanding of risk and mitigation tailored to a given situation. For this reason, understanding which NEBOSH course is best suited to your needs will depend on the role, industry, and each level of responsibility of each candidate. You can explore our full range of courses <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/courses?category=nebosh">using this link. </a> If you would like advice, please <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/contact">speak to a member of the SSG team</a> and we will be happy to assist you.There are some courses which have been designed to be relevant to a wide base of industries. For example, the <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/courses/nebosh-hse-award-in-managing-risks">NEBOSH HSE Award in Managing Risks and Risk Assessment at Work</a> offers essential knowledge for individuals with new responsibilities for health and safety, as well as those looking to build a strong foundation of health and safety knowledge.The <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/courses/NEBOSH-IGC-Occupational-Health-and-Safety">NEBOSH International General Certificate in Occupational Health and Safety</a> is another inter-industry qualification. It is ideal for managers, supervisors and anyone with health and safety responsibilities at work.For senior health, safety and environmental practitioners, the <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/courses/nebosh-national-diploma">NEBOSH National Diploma for Occupational Health and Safety Management Professionals</a> provides an advanced understanding suited to shaping organisational policy and culture.<h3 id="0afd4ee5-612c-4808-9dc6-e5c0cb9f44ee" data-toc-id="0afd4ee5-612c-4808-9dc6-e5c0cb9f44ee">What are the differences between a NEBOSH award, certificate and diploma?</h3>NEBOSH awards, certificates and diplomas represent progressive levels of depth and responsibility in health, safety, and environmental training.<ul><li>Award-level qualifications offer a concise introduction which is most appropriate for those with new responsibilities for occupational HS&amp;E as well as those seeking to develop basic awareness of risks and responsibilities.</li><li>Certificate-level courses provide a more comprehensive understanding. Although certificates may be attempted by any individual, they are tailored specifically to support those in supervisory or management roles with the knowledge to handle daily risks.</li><li>NEBOSH diplomas are the highest level of certification offered by SSG. Their purpose is to deliver in-depth training for experienced professionals who, either currently or aim to, lead on health and safety within their organisation. It is recommended that delegates have previously completed a certificate-level NEBOSH course to provide a foundation of knowledge from which to build upon.</li></ul>To explore which level may be right for you, <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/courses?search=nebosh">take a look at our course offerings</a>.<h3 id="c417b104-d44a-48ce-a6be-f6cd34456d67" data-toc-id="c417b104-d44a-48ce-a6be-f6cd34456d67">Can NEBOSH courses be taken online or in a flexible format?</h3>Yes, many NEBOSH courses are available through our flexible learning options, including classroom, online and blended formats. This allows learners to study in a way most suitable for them, making it easier to balance training with work and other commitments without compromising the quality or integrity of the qualification.<h3 id="672da7e4-6a61-489c-aa60-79335bc6d981" data-toc-id="672da7e4-6a61-489c-aa60-79335bc6d981">What opportunities can a NEBOSH qualification lead to?</h3>A NEBOSH qualification can open doors to a wide range of opportunities in health and safety, risk management and compliance. From a career perspective, NEBOSH courses can aid delegates on a path from entry-level safety roles to senior consultancy and leadership positions.From an organisational perspective, NEBOSH can be considered a key credential when fielding candidates for a new position. Having individuals in employment with a NEBOSH qualification can unlock a variety of strategic, operational and reputational opportunities including, but not limited to, a stronger health and safety culture, legal and regulatory compliance, reduced accidents and costs, enhanced client confidence, and meeting supply chain and accreditation requirements.<h3 id="bdb02816-7103-4913-9d1d-e60eb2775602" data-toc-id="bdb02816-7103-4913-9d1d-e60eb2775602">Finding a NEBOSH course near you</h3>At SSG we aim to make training accessible and affordable, providing a wide range of courses across the country, as well as internationally. <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/contact">Speak to our team</a> to see how we can support you or take a look at the <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/courses?category=nebosh">NEBOSH courses</a> we offer.

With such a wide variety of training available, it's important to understand which NEBOSH course is right for you. This article breaks down some of the most frequently asked questions in one easy place.

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