🛡️ Anti-Harassment Policy Template

[Organisation Name] is committed to a workplace where everyone is treated with dignity and respect. We will not tolerate harassment, bullying, or discrimination from anyone connected with our business, including employees, managers, contractors, and clients.

This policy covers behaviour in the workplace and in work-related settings: off-site events, business trips, work social events, and online communications including email, messaging apps, and social media.

Harassment is unwanted conduct related to a protected characteristic (age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, pregnancy or maternity) that either violates a person's dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment.

It can be a single incident or a pattern of behaviour. It can be physical, verbal, written, or online. The impact on the recipient is what matters. Good intentions do not make unwanted conduct acceptable.

Bullying is offensive, intimidating, malicious, or insulting behaviour that involves an abuse of power or position and leaves the recipient feeling hurt, threatened, humiliated, or vulnerable.

Bullying is not a protected legal category in the same way as harassment, but we treat it with equal seriousness under this policy.

This list is not exhaustive.

Offensive jokes, comments, or images related to a protected characteristic.
Unwanted physical contact.
Persistent unwanted communication after being asked to stop.
Deliberately excluding or isolating someone from the team.
Threats, intimidation, or aggressive behaviour.
Sharing or displaying inappropriate material.
Commenting on or grading a person's physical appearance.

Anyone who experiences or witnesses harassment or bullying is encouraged to report it. You can:

Speak to your line manager.
Contact HR directly at [hr@company.com].
Use our anonymous reporting tool at [link, if applicable].
Speak to our designated harassment contact: [Name].

All reports will be taken seriously and handled confidentially. Anyone treated less favourably for raising a concern will themselves be subject to disciplinary action.

All reports will be investigated promptly, fairly, and confidentially. The investigation will be conducted by HR or an independent manager.

Both the person raising the complaint and the person accused will have the right to be heard and to be accompanied at any formal meeting.

False or malicious complaints made in bad faith may result in disciplinary action.

Harassment or bullying in breach of this policy can result in disciplinary action up to and including dismissal. In serious cases, matters may be referred to external authorities.

Seniority or role does not protect anyone from this process. We apply this policy consistently regardless of level.

All employees are responsible for treating colleagues with respect and for speaking up when they see unacceptable behaviour.

Managers have additional responsibility. They need to model the right behaviour, act on concerns raised with them, and create an environment where people feel safe to speak up.

HR is responsible for ensuring this policy is applied consistently and for supporting everyone involved in any process under it.