Under laws that came into force in October 2024, employers must take reasonable proactive steps to prevent sexual harassment in the workplace. One measure many employers take to comply with their legal obligations is implementing a sexual harassment policy. The policy appropriate to your business will depend on several factors, including how many people you employ and the sector in which you operate. However, to give you a feel for the types of issues you may choose to address, our expert HR and employment law specialists have prepared this sexual harassment policy template UK.
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What Issues Should You Cover In Your Sexual Harassment Policy?
Examples of the types of matters your sexual harassment policy might include are as follows:
• A Description Of What Constitutes Sexual Harassment.
This section of your policy should explain that sexual harassment covers a range of unwanted behaviours, from inappropriate touching to telling sexually offensive jokes.
If you are unsure what to include in your description to ensure your policy covers all actions deemed ‘sexual harassment’ by law, speak to us. We will explain the legal definition and the sorts of behaviour covered.
• A Statement Confirming That Your Organisation Does Not Tolerate Sexual Harassment In The Workplace.
You should use this section of your sexual harassment policy to spell out your zero-tolerance stance on sexual harassment in the workplace. You might emphasise that you expect all employees, regardless of status, to foster a culture of trust and respect and that everyone is expected to abide by your policy.
• An Explanation Of What Someone Who Has Experienced Sexual Harassment In The Workplace Should Do.
You should refer them to your organisation’s standard grievance procedure.
You should explain that a complainant may choose to raise the issue informally or raise a formal grievance against the person responsible – however the employer has a duty of care to ensure a safe workplace so if you are aware of an incident that has happened, you do have to proceed, even if the complainant doesn’t want to “make a fuss”.
• An Explanation Of How Managers Should Address Sexual Harassment Complaints.
It’s crucial that managers understand their obligations when dealing with sexual harassment complaints. You must ensure that all your staff, especially managers, have regular training on how to deal with reports of sexual harassment incidents.
• An Explanation Of How You Will Deal With Complaints Of Sexual Harassment Against Third Parties, Such As Clients.
Your sexual harassment policy should explain how you will deal with complaints of sexual harassment by third parties, such as clients and suppliers. Your employees should understand how they can report such behaviour and the steps you’ll take to address them.
• Details Of The Support Available To Anyone Who Has Experienced Sexual Harassment In The Workplace.
You should ensure that your employers are aware of the support available to anyone affected by complaints of sexual harassment. This includes not only the victim, but also the manager responsible for dealing with the complaint.
• An Explanation Of How You Will Assess And Manage The Risk Of Sexual Harassment In Your Organisation.
You must have procedures in place for managers to decide what steps they should take to prevent sexual harassment. Those procedures might be detailed in your sexual harassment policy or a separate policy specifically for managers.
When undertaking risk assessments, you should consider whether your organisation poses specific risks and take measures to address them. For example, your business model may mean that there are significant power imbalances between staff, or the sector in which you operate may mean that your employees are likely to be alone with third parties.
If you’re unsure of the extent of your legal obligations regarding preventing sexual harassment within your organisation or need assistance with drafting an appropriate sexual harassment policy, our specialist advisors are ideally placed to help.
Call us now on 01491 598 600 or Click Here to Make An Enquiry and we will be delighted to help you.
