Built for UK hospitality groups with 5 to 50 venues. Staff reporting, manager response, EHRC-ready evidence. Ready before October 2026.
Sex discrimination tribunal claims in 2024 vs 2023.
Average tribunal award for a sexual harassment claim.
"Reasonable steps" becomes "all reasonable steps".
Under the Worker Protection Act 2024, you have a positive duty to prevent sexual harassment of staff, including by third parties. Reasonable steps must be documented. From October 2026, you must take all reasonable steps. Most groups your size do not have a system that can prove either.
Phone, web, anonymous, named, conversational. Trained on the language and shift patterns of hospitality, not corporate HR. Confidential by default, with escalation rules you set.
A triage queue with response time tracking. Action templates for the most common incident types, with cross-venue patterns surfaced where they exist. Every interaction timestamped, logged and exportable.
An EHRC-ready evidence pack delivered every 90 days, assembled automatically from your data. Reasonable steps checklist mapped to the eight-step framework, with trend analysis across venues. Ready for insurance, ESG and tribunal disclosure on day one.
McDonald's UK hired its first head of safeguarding after the BBC investigation, at £80,000 to £120,000 plus team costs. A 50-venue group cannot afford one per venue. Kemi's AI does the documentation, pattern detection and procedural rigour a senior safeguarding lead would do, at a fraction of the headcount cost.
A venue-specific risk assessment, EHRC-aligned, in minutes. The consultancy alternative takes weeks and costs £1,000 to £3,000 per venue. The EHRC has been explicit: generic templates fail the test.
A voice or text intake at 3am, judgement-free, multilingual, in the worker's own words. Triages immediate danger, captures the structured data the venue legally needs, routes to your safeguarding lead.
Spots the same regular customer name across three venues. Flags one manager appearing in disproportionate adverse reports across rotations. Surfaces shift clusters a human safeguarding lead cannot manually correlate.
Drafts interview questions tailored to the allegation. Reviews transcripts for gaps and inconsistencies. Generates a balanced report mapped to EHRC standards, with weak points flagged before opposing counsel finds them.
Assembles the "all reasonable steps" narrative from your training records, risk assessments, incident logs, action plans and policy versions. Mapped to the eight-step framework, with timeline and gap analysis. Ready when the EHRC letter arrives or the tribunal claim lands.
Posters, table cards, supplier contract clauses, online policy pages, booking-confirmation language. Required by the EHRC for third-party harassment defence. Generated in minutes per venue, refreshed when guidance changes.
Final investigation decisions. Victim support conversations. Disciplinary outcomes. Leadership accountability. The AI does the procedural rigour at scale; the human moments stay human.
Annual contract, billed quarterly.
Minimum 5 venues. Sliding discount above 25 venues.
From 26 October 2026, the Employment Rights Bill upgrades the duty. Tribunals are already ruling on the lower standard. The audit trail you start building today is the one you'll defend in two years.
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Download the playbook20 minutes. We map your current audit trail against the October 2026 standard and tell you where the gaps are.
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