Sexual Harassment Policy Template UK

Under laws that came into force in October 2024, employers must take 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?

If you decide to implement a specific sexual harassment policy, you should do so in consultation with any relevant trade union. If there are no recognised trade unions, you should consult with employee representatives.

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 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.

If you have developed a procedure dealing specifically with sexual harassment complaints, you should refer to it in this section. Alternatively, you should refer 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 – it is their choice, unless the issue is so serious that a formal grievance is the only appropriate way forward.

Given the sensitive nature of sexual harassment issues, a complainant should be given several options for whom they can raise a complaint with. These might include their line manager, personnel specially trained to deal with sexual harassment issues, or a trade union representative.

• An Explanation Of How Managers Should Address Sexual Harassment Complaints.

It’s crucial that managers understand their obligations when dealing with sexual harassment complaints. If you have a separate procedure governing sexual harassment incidents, this section should refer to that procedure. If you intend to use your standard grievance procedure, you should refer to that.

• Details Of What Will Happen If The Complaint Is Upheld.

Your sexual harassment policy should explain what will happen if a complaint is upheld.

• 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. For example, you may report the individual to their employer’s HR department.

• 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 individual accused and the manager responsible for dealing with the complaint.

• An Explanation Of How Your Organisation Will Handle Time Off Work Due To Sexual Harassment.

An employee may need time off to deal with instances of sexual harassment at work, such as attending appointments with external support agencies. Such absences should usually be paid and not count against the employee.

• 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.

 

Sexual Harassment Policy Template UK

 

 

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