Understanding workplace culture and how it influences behaviour in UK organisations
When we think about right and wrong at work, we often assume the answer is simple. But in reality, our understanding of acceptable behaviour is heavily influenced by one powerful factor: workplace culture.
So, how does culture shape perception, and what does that mean for employers and employees across the UK?
In this blog, we explore how culture influences behaviour, what the law currently says, how the Employment Rights Act 2025 will change expectations, and what organisations can do to stay compliant.
What is workplace culture?
Workplace culture is often described as “the way we do things around here.” It reflects shared values, behaviours, and expectations.
According to the Royal College of Obstetricians and Gynaecologists, culture influences “how people behave, what is acceptable, what is frowned upon, what matters, and what doesn’t.” [rcog.org.uk]
This means culture doesn’t just guide behaviour it shapes our perception of what is right and wrong.
For example:
- In one organisation, raising concerns might be encouraged
- In another, it might be discouraged or even punished
Over time, employees adapt to these norms even when they conflict with personal values.
How does culture shape perception in the workplace?
Culture acts as an invisible lens through which people interpret behaviour.
A recent study highlighted that many employees experience a gap between stated values and actual behaviour, showing how culture can normalise actions that might otherwise be seen as unacceptable. [ntu.ac.uk]
Examples:
- “Banter” vs harassment: In some workplaces, inappropriate jokes may be dismissed as humour
- Workload expectations: Long hours may be seen as commitment rather than poor management
- Speaking up: Challenging decisions may be viewed as constructive—or disrespectful
This is why two people can witness the same situation and have completely different views on whether it was right or wrong.
The legal position in the UK: What the law says today
While culture influences perception, UK law sets clear boundaries.
Under the Equality Act 2010, harassment is unlawful if it relates to protected characteristics such as age, race, sex, or religion. [gov.uk]
The law defines harassment as behaviour that:
- Violates a person’s dignity, or
- Creates an “intimidating, hostile, degrading or offensive environment” [davidsonmorris.com]
Importantly:
“Even if the behaviour was not intended to offend, it may still be unlawful if the effect meets the legal threshold.” [davidsonmorris.com]
Employer responsibilities
Employers are legally responsible for preventing harassment and discrimination. [gov.uk]
They must:
- Have clear policies in place
- Take complaints seriously
- Act to prevent issues before they escalate
There is also a growing duty to take “reasonable steps” to prevent harassment, including sexual harassment, before it happens. [cipd.org]
What is changing: Employment Rights Act 2025
The Employment Rights Act 2025 represents one of the biggest changes to UK employment law in years.
It became law in December 2025, with many updates rolling out through 2026 and 2027. [acas.org.uk]
Key cultural and behavioural changes
The Act introduces stronger expectations around workplace behaviour, including:
- A requirement for employers to take “all reasonable steps” (not just reasonable steps) to prevent harassment [eversheds-…erland.com]
- New protections around sexual harassment, including accountability for third-party behaviour (e.g. customers) [eversheds-…erland.com]
- Greater focus on equality, inclusion, and transparency
This is a significant shift. It means organisations can no longer rely on reactive approaches they must actively shape a positive workplace culture.
Why culture and law must align
A positive workplace culture doesn’t just reduce legal risk it improves engagement, retention, and wellbeing.
ACAS highlights that having clear policies helps ensure:
- “the business supports and treats everyone fairly”
- employees understand “what kind of behaviour is expected of them” [acas.org.uk]
If culture and legal expectations are misaligned, problems arise:
- Employees may not report issues
- Poor behaviour becomes normalised
- Employers face legal and reputational risks
Practical examples for employers
Example 1: “It’s just how we joke here”
An organisation allows inappropriate humour to go unchecked. Employees feel uncomfortable but don’t report it because it’s seen as normal.
Under the law, this could still be harassment even if no harm was intended.
Example 2: Customer behaviour
A retail worker experiences verbal abuse from customers. Management ignores it as “part of the job.”
Under the Employment Rights Act 2025, employers may be liable for third-party harassment if they fail to act.
Steps employers should take now
To stay compliant and create a healthy workplace culture, employers should act early.
✅ 1. Review policies
Ensure policies clearly define acceptable and unacceptable behaviour, including harassment.
✅ 2. Provide training
Train managers and employees on:
- Respectful behaviour
- Recognising harassment
- Reporting concerns
✅ 3. Lead by example
Culture starts at the top. Leaders must model the behaviours they expect from others.
✅ 4. Encourage speaking up
Create safe channels for employees to raise concerns without fear.
✅ 5. Take proactive steps
With the new legal requirement to take “all reasonable steps”, employers should:
- Assess risks
- Monitor behaviour
- Act before issues arise
What this means for employees
Employees also play a key role in shaping workplace culture.
You should:
- Be aware of your rights
- Challenge inappropriate behaviour where safe to do so
- Raise concerns early
Remember: just because something is normal in your workplace does not mean it is acceptable or lawful.
Final thoughts
Understanding how culture shapes perception is essential for modern workplaces.
Culture influences:
- What we see as acceptable
- How we respond to behaviour
- Whether we speak up
But culture cannot override the law.
As the Employment Rights Act 2025 introduces stronger protections and expectations, UK organisations must ensure their workplace culture reflects not just what is common but what is right.
Call to action
Now is the time to review your workplace culture.
✅ Are your values reflected in daily behaviour?
✅ Do your policies meet current and future legal standards?
✅ Are you ready for the changes under the Employment Rights Act 2025?
Taking action today will help create a safer, more inclusive, and legally compliant workplace for everyone.
Do you have any questions about today’s blog, need help in becoming legally compliant with contracts/policies or can we support you in taking away any people pains to give you peace of mind?
If you answered yes to any of the above, just give us a call at CUBE HR on 01282 678321, or book in a FREE 30 Minute HR Health Check here FREE HR Health Check and we’ll happily give your business a full HR overview with our personal recommendations absolutely FREE!
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