A template workplace policy for a company in England & Wales, designed to create a working environment free from harassment and bullying, where staff are treated with dignity and respect. It sets out how to raise, investigate and decide complaints.
How to use this template - Replace every
[SQUARE-BRACKET]field before use. - This supports compliance with the Equality Act 2010 and the employer's proactive duty to prevent sexual harassment introduced by the Worker Protection (Amendment of Equality Act 2010) Act 2023, but a policy alone is not enough; train managers and act on complaints. - Keep it consistent with your disciplinary and grievance procedures and the ACAS Code of Practice. - Have a solicitor or HR adviser review before adoption.
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[COMPANY NAME] Anti-Harassment and Bullying Policy
1. Purpose. [COMPANY NAME] is committed to a workplace free from harassment and bullying. This policy explains what is unacceptable and how concerns will be handled. It applies to everyone at [COMPANY NAME], including employees, workers, agency staff and contractors, and covers conduct at work and in work-related settings such as business trips and social events.
2. What is harassment? Harassment is unwanted conduct related to a protected characteristic (age, disability, gender reassignment, race, religion or belief, sex, or sexual orientation) which has the purpose or effect of violating a person's dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment. Sexual harassment (unwanted conduct of a sexual nature) is also prohibited. These reflect the Equality Act 2010.
3. What is bullying? Bullying is offensive, intimidating, malicious or insulting behaviour, or a misuse of power, that undermines, humiliates or injures the person on the receiving end. Examples include spreading malicious rumours, persistent unfair criticism, exclusion, and overbearing supervision.
4. Our commitment. [COMPANY NAME] will treat all complaints seriously and confidentially so far as possible, will not tolerate victimisation of anyone who raises a concern in good faith, and may treat harassment or bullying as misconduct or gross misconduct under the disciplinary procedure.
5. Raising a concern, informal step. Where you feel able, you may tell the person their behaviour is unwelcome and ask them to stop, or ask a manager or [HR CONTACT] to help resolve it informally.
6. Formal complaint. If informal resolution is not appropriate or does not work, raise a formal written complaint with [NAMED ROLE / HR]. It should set out what happened, when, who was involved and any witnesses.
7. Investigation. [COMPANY NAME] will appoint an appropriate person to investigate promptly and fairly, gather evidence, and interview those involved. The person complained about will be told the allegations and given a chance to respond.
8. Decision and outcome. Following the investigation, [COMPANY NAME] will decide what action to take and confirm the outcome in writing. Where a complaint is upheld, action may include disciplinary measures up to dismissal.
9. Appeal. Either party may appeal the outcome in writing within [NUMBER] working days; the appeal will be heard, where possible, by someone not previously involved.
10. Protection from victimisation. No one will be treated less favourably for making a complaint in good faith or for assisting an investigation. Victimisation is itself a disciplinary matter.
11. Review. This policy will be reviewed every [NUMBER] months and updated as needed. It does not form part of any contract of employment and may be amended.
Note: name real roles/contacts, set your appeal window, and align timings with your grievance procedure.
--- This template is a starting point and not legal advice. Have a qualified solicitor or HR adviser review and adapt it before use. Governing law: England & Wales.