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Our Workplace Harassment Prevention policy ensures a respectful, secure work environment by defining unacceptable behaviours and the actions to address them.
1 Overview
1.1 [Company Name] is committed to maintaining a safe and inclusive work environment, free from all forms of sexual harassment. We recognise our legal duty to take reasonable steps to prevent sexual harassment and will not tolerate any such behaviour.
1.2 This policy outlines our commitment to prevention, specifies who is protected, and provides a clear procedure for addressing complaints. It also sets out how third-party harassment will be handled and includes a commitment to regular review and monitoring.
2 Scope
2.1 This policy applies to all employees, contractors, volunteers, interns, and anyone interacting with [Company Name] (including third parties such as customers, service users, and clients). It is applicable across all work-related environments, including:
Company premises
Remote working environments
Client sites
Social or business events
3 General Principles
3.1 Who Is Protected
3.1.1 All employees and associated workers (contractors, volunteers, interns) are protected under this policy, regardless of role, location, or employment status.
3.2 Zero Tolerance Statement
3.2.1 Sexual harassment is unlawful and will not be tolerated under any circumstances. We are committed to taking reasonable steps to prevent and address it.
3.3 Disciplinary Action
3.3.1 Harassment or victimisation may lead to disciplinary action, up to and including dismissal. Aggravating factors, such as abuse of power or harassment targeting junior colleagues, will be considered when determining the severity of disciplinary measures.
4 Definitions of Harassment
4.1 Sexual Harassment
4.1.1 Sexual harassment is unwanted behaviour of a sexual nature that:
Violates the dignity of an individual
Creates an intimidating, hostile, degrading, or offensive environment
4.1.2 Examples include, but are not limited to:
Physical conduct: Unwelcome touching, sexual gestures, or inappropriate physical proximity
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The purpose of a Workplace Harassment Prevention policy is to clearly communicate the commitment of the company to prevent and reduce workplace sexual harassment.
It establishes guidelines and procedures for addressing incidents of sexual harassment and provides a framework for promoting a safe and inclusive work environment.
The policy aims to:
Clearly state the company's zero-tolerance stance on sexual harassment and prohibit such behaviour within the workplace.
Create awareness among employees about what constitutes sexual harassment and the reporting procedures to follow.
Establish preventive measures, including assessments, training programs, and a culture of respect and equality.
Outline the reporting and investigation procedures to ensure that complaints are taken seriously, handled confidentially, and investigated thoroughly.
Emphasise the support and remedial measures available to victims of sexual harassment, promoting their well-being and protection.
Encourage compliance with the policy and outline the consequences for breaches.
Commit to regular review and improvement of the policy to ensure its effectiveness and alignment with legal requirements.
Related HR resources and workflow
Explore the HR resources that may be relevant before and / or after using the Workplace sexual harassment prevention policy, helping you understand the wider process, maintain appropriate documentation and follow a consistent approach.
Our Understanding the Worker Protection (Amendment of Equality Act 2010) Act 2023 training session script template equips trainers with a framework to run a course to help managers and supervisors understand new sexual harassment protection rules.
Our Preventing Sexual Harassment in the Workplace Risk Assessment Form template assists in identifying and mitigating risks, ensuring a safer and respectful work environment.
Equality Act 2010: Prohibits harassment related to protected characteristics (e.g., age, gender, race), requiring employers to prevent and address harassment in the workplace.
Health and Safety at Work Act 1974: Mandates that employers provide a safe working environment, including measures to prevent harassment or violence in the workplace.
Management of Health and Safety at Work Regulations 1999: Requires employers to assess workplace risks, including those related to harassment and bullying, and implement appropriate preventative measures.
Protection from Harassment Act 1997: Protects employees from harassment that may cause distress or alarm, with implications for workplace harassment policies.
Best Practice: Regular Training and Awareness Programs: Employers should provide regular anti-harassment and safety training to educate employees on appropriate workplace conduct and reporting procedures.
The Worker Protection (Amendment of Equality Act 2010) Act 2023 introduces important changes aimed at strengthening protections against harassment in the workplace. Key aspects include:
Employer Duty to Prevent Third-Party Harassment: Employers must now take all reasonable steps to prevent harassment of employees by third parties, such as customers, clients, or suppliers.
Proactive Anti-Harassment Duty: Employers are required to proactively prevent workplace harassment rather than solely reacting to reported incidents. This is intended to create a safer work environment by promoting preventive measures.
Financial Penalties for Non-Compliance: The amendment allows tribunals to award up to 25% more compensation if employers are found not to have taken adequate steps to prevent harassment.
This legislation strengthens employer responsibilities under the Equality Act 2010 by expanding obligations to include protection from third-party harassment, requiring proactive prevention measures, and increasing penalties for non-compliance.
Yes. This template has been designed for organisations of all sizes, including small businesses, charities and growing employers. It follows UK employment law best practice and can be adapted to suit your organisation.
Our templates are developed with UK employment legislation, Acas guidance and HR best practice in mind and are reviewed and updated as relevant requirements change. However, every employment situation is different, so the template should be adapted to the circumstances and checked against the employee's contract and your organisation's procedures before use.
Yes, we highlight the areas of the document that you need to update with your own details, and where you need to make decisions to suit your situation. This saves you time and ensures that you meet best practice.
Yes. Once purchased, you'll be able to download it instantly. Templates are provided in editable format (such as .doc or .xls) so you can customise them easily, and in PDF format for easy sharing.
If you're looking for broader support, we also offer toolkits and library bundles that include the Workplace sexual harassment prevention policy template, along with other HR templates and policies for fully managing your situation. These may be more cost-effective if you need deeper advice.
AI can produce a document quickly, but effective HR documentation needs to be more than well-written words. It needs to reflect relevant UK employment law, HR best practice, practical considerations and the circumstances in which it will be used. These resources have been professionally developed around that wider HR context, drawing on extensive practical experience, rather than simply generating a generic document from a prompt.
Darryl Horn, Chartered HR Director
Darryl is a Chartered HR professional with over 25 years' experience in senior HR and employee relations roles.
He has extensive practical experience of managing equal opportunities processes and founded hrdocbox to provide businesses with practical, professionally developed HR resources grounded in UK employment law and best practice.
"Darryl provides support and advice with excellent judgement, and has a strong understanding of people, policies and UK employment legislation."
"He is someone I trust; consistent, dependable, and committed to doing things properly."
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