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what we'll cover
what is an anti-harassment and bullying policy?
an anti-harassment and bullying policy states which measures a business takes to eliminate and prevent harassment and bullying in the workplace. anti-harassment and bullying policies help ensure that all staff members treat each other with dignity and respect and show a commitment to fostering a workplace free of harassment and bullying.
this document is gdpr compliant.
when should i use an anti-harassment and bullying policy?
use this anti-harassment and bullying policy:
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to set out your approach towards harassment and bullying in the workplace
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to inform staff about what harassment and bullying are
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to set out the consequences of harassing and/or bullying others
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only for staff based in england, wales or scotland
sample anti-harassment and bullying policy
the terms in your document will update based on the information you provide
about anti-harassment and bullying policies
learn more about making your anti-harassment and bullying policy
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how to make an anti-harassment and bullying policy
making an anti-harassment and bullying policy online is simple. just answer a few questions and 2022世界杯32强抽签时间 will build your document for you. when you have all of the details prepared in advance, making your document is a quick and easy process.
to make your anti-harassment and bullying policy you will need the following information:
employer details
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what is the employer’s name?
action
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is the procedure for taking formal action against bullying and/or harassment set out in:
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this policy?
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a separate grievance procedure?
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data protection
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where can a copy of the employer's data protection and data security policy be found?
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does the employer have an employee privacy notice? if so, where can it be found?
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common terms in an anti-harassment and bullying policy
an anti-harassment and bullying policy sets out a business’ approach towards preventing workplace bullying and harassment. as a result, this anti-harassment and bullying policy template covers:
statement and purpose of policy
this section sets out the employer’s commitment to providing a work environment free from harassment and bullying. it also highlights that the anti-harassment and bullying policy is a statement of policy only and it can, therefore, be amended by the employer as and when this is deemed necessary.
what does this policy cover?
this section briefly explains the types of behaviour covered by the anti-harassment and bullying policy. it also details that the policy applies to all staff, irrespective of seniority, tenure and working hours.
what is harassment?
this section defines what harassment is for the purposes of this policy and provides examples of the types of conduct that may amount to harassment.
what is victimisation?
this section defines what victimisation is for the purposes of this policy.
what is bullying?
this section defines what bullying is for the purposes of this policy and provides examples of the types of conduct that may amount to harassment.
what if you are being bullied or harassed?
this section details the steps anyone who is being bullied or harassed should take. it also sets out how the employer will handle and further investigate any complaints made under the policy.
appeal
this section is only included if the anti-harassment and bullying policy itself sets out the formal complaint procedure. it sets out how a staff member can appeal their employer’s decision under this policy.
supporting and protecting those involved
this section sets out that no one who makes a complaint or who participates in good faith in an investigation under this policy should be victimised or should suffer retaliation as a result. it sets out what staff members should do if they think they are being negatively treated because of their involvement in a claim. it also outlines the consequences (ie disciplinary action) of victimising or retaliating against someone because of their involvement in a claim under this policy.
keeping records
this section explains that the employer will keep records of any complaints and investigations made under the anti-harassment and bullying policy. it clarifies that such information and personal data will be processed in accordance with the employer’s data protection and data security policy.
if you want your anti-harassment and bullying policy to include further or more detailed provisions, you can edit your document. however, if you do this, you may want a lawyer to review or change the anti-harassment and bullying policy for you to ensure it complies with all relevant laws and meets your specific needs. ask a lawyer for assistance.
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legal tips for making an anti-harassment and bullying policy
consider what other policies to adopt to supplement the anti-harassment and bullying policy
an anti-harassment and bullying policy helps you create an inclusive and safe working environment while supporting your staff members’ well-being. the two most important policies to adopt in addition to this anti-harassment and bullying policy are a grievance procedure (setting out the steps that should be taken in order to address grievances) and a disciplinary procedure (outlining the steps that will be taken to deal with disciplinary issues at work). however, you should also consider having the following in place to further supplement this policy:
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an equal opportunities policy - detailing how your workplace ensures equal opportunities and prevents discrimination
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a data protection and data security policy - detailing your policies and procedures for dealing with staff personal information and personal data. this is essential when you are processing (eg storing and recording) staff personal data
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an employee privacy notice - detailing how employers collect, use, retain and disclose staff personal information. having a privacy notice allows employers to be transparent and open about the information they collect from staff
for more information, read hr policies and procedures.
understand when to seek advice from a lawyer
ask a lawyer if:
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this policy doesn’t meet your needs
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you have employees based outside england, wales and scotland
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anti-harassment and bullying policy faqs
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what is included in an anti-harassment and bullying policy?
this anti-harassment and bullying policy template covers:
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aims of the policy
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who is covered by the policy
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what harassment and bullying are
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what to do if someone is being harassed and/or bullied
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sanctions for breach of this policy
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why do i need an anti-harassment and bullying policy?
having in place and displaying an anti-harassment and bullying policy shows an employer’s commitment to preventing harassment and bullying within a workplace. as employers can be liable for the actions of an employee where there is a case of bullying and/or harassment in the course of employment, having an anti-harassment and bullying policy helps show that an employer took all ‘reasonable steps’ to prevent such behaviour.
for more information, read workplace harassment and bullying.
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what is bullying in the workplace?
bullying is unwanted behaviour or behaviour that makes someone feel uncomfortable (eg frightened, upset or mocked), be it physical, verbal or non-verbal. examples of bullying include:
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inappropriate and/or derogatory remarks about a person’s performance
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overbearing and intimidating levels of supervision
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excluding someone from workplace events and/or social functions
for more information, read workplace harassment and bullying.
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what is harassment in the workplace?
harassment is unlawful under the equality act 2010. it is any bullying or other unwanted behaviour (eg sexual advances) related to at least one of the ‘protected characteristics’: sex, race, disability, sexual orientation, gender reassignment, religion or belief, or age.
to amount to harassment, the unwanted behaviour or bullying must, whether it was intended to or not:
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violate the person's dignity, or
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create an intimidating, hostile, degrading, humiliating or offensive environment for the person
for more information, read workplace harassment and bullying.
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how can a complaint about harassment or bullying be made?
this anti-harassment and bullying policy allows you to specify how complaints about harassment and/or bullying should be raised. as a first step, any complaints may be raised directly with the person responsible, if possible. if this is not possible, or does not achieve anything, a complaint should be raised informally with the relevant line manager or the hr department.
if the harassment and/or bullying continues, the informal request is not dealt with, and/or the staff member making the complaint wishes to have the matter handled formally, the formal complaints process should be followed. this formal process can either be set out within the anti-harassment and bullying policy itself or by reference to the procedure contained in a grievance procedure (if the employer has one).
for more information, read workplace harassment and bullying.
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what happens if someone is found to have bullied and/or harassed a staff member?
following an investigation, if a member of staff is found to have bullied or harassed the complainant (ie the person who complained about the other’s behaviour), this should be dealt with under your disciplinary procedure as a case of possible misconduct or gross misconduct.
if a third party (eg a customer or visitor) is found to have bullied or harassed the complainant, you should consider what action will be appropriate to deal with the situation.
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can a staff member appeal against a decision made under this policy?
while employers are not obliged to offer an appeals process, they can be penalised for failing to do so in certain circumstances if the case ends up going to an employment tribunal. the appeals process should either be set out in this anti-harassment and bullying policy or in your grievance procedure.
for more information on employee appeals, read appealing decisions made by employers.
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what are the consequences of not complying with this anti-harassment and bullying policy?
if staff don’t comply with the anti-harassment and bullying policy, they may be subject to disciplinary action. in certain circumstances, non-compliance with the policy may lead to the dismissal of that person. this applies to all staff, including those who hold senior positions.
an employer will be jointly responsible (with the perpetrator) for any acts of harassment or bullying carried out by a staff member, unless the employer can show that they did everything they could to prevent it.
for more information, read workplace harassment and bullying.
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