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A Sexual Harassment Policy outlines rules and procedures to prevent and address unwanted sexual behavior in Danish workplaces. It defines what counts as harassment, from unwelcome physical contact to offensive comments, and explains how employees can report incidents safely and confidentially.

Under Danish labor laws and the Equal Treatment Act, employers must actively protect staff from harassment. A good policy sets clear consequences for violations, establishes complaint procedures, and explains managers' responsibilities to investigate reports promptly. It also details support resources for affected employees and training requirements to promote a respectful work environment.

Every Danish organization needs a Sexual Harassment Policy from day one of operations. It's essential when hiring your first employee, opening a new office location, or merging with another company. The policy becomes particularly important during orientation sessions, after workplace incidents, or when updating company handbooks.

Use the policy actively during staff training, management meetings, and when handling complaints. Danish law requires employers to address harassment claims promptly, so having clear procedures ready helps meet legal obligations and protect employees. It's also crucial when updating workplace safety protocols or responding to changes in employment legislation.

• Basic Policy: Outlines fundamental rules, reporting procedures, and consequences - suitable for small Danish businesses and startups
• Comprehensive Policy: Includes detailed investigation protocols, training requirements, and multiple reporting channels - ideal for larger corporations
• Industry-Specific Policy: Contains specialized provisions for sectors like hospitality or healthcare, addressing unique workplace scenarios
• Multi-Branch Policy: Adapts core requirements across different office locations while maintaining consistent standards throughout Denmark
• Digital Workplace Policy: Includes specific provisions for online harassment, remote work, and digital communications

• HR Managers: Draft and maintain the Sexual Harassment Policy, conduct training sessions, and handle initial complaints
• Company Leadership: Approve policy content, ensure adequate resources for implementation, and demonstrate commitment to enforcement
• Legal Advisors: Review policy alignment with Danish labor laws, advise on compliance, and support during formal investigations
• Department Managers: Implement policy guidelines, report violations, and maintain respectful work environments
• All Employees: Must understand, follow, and sign acknowledgment of the policy, plus report incidents they experience or witness

• Company Details: Gather your organization's structure, size, and industry-specific risks to customize policy scope
• Legal Framework: Review current Danish workplace laws, Equal Treatment Act requirements, and union agreements
• Reporting Chain: Map out clear reporting procedures, contact persons, and investigation timelines
• Training Plan: Define how often staff training occurs and who conducts it
• Documentation: Set up systems for recording complaints, investigation outcomes, and policy acknowledgments
• Review Process: Establish who reviews the policy annually and how updates get communicated

• Definition Section: Clear examples of what constitutes harassment under Danish law, including physical, verbal, and digital conduct
• Scope Statement: Who the policy covers and where it applies, including remote work situations
• Reporting Procedures: Multiple confidential channels for complaints and timeline requirements
• Investigation Process: Step-by-step protocol for handling reports, including documentation requirements
• Protection Measures: Anti-retaliation provisions and witness protection guidelines
• Consequences: Clear disciplinary actions for policy violations
• Training Requirements: Mandatory awareness sessions and frequency of updates

A Sexual Harassment Policy differs significantly from a Bullying and Harassment Policy in several key aspects, though they both aim to protect employees. While sexual harassment policies focus specifically on unwanted sexual conduct, bullying policies cover a broader range of hostile workplace behaviors.

• Scope of Behavior: Sexual harassment policies specifically address unwanted sexual advances, requests for sexual favors, and sexual misconduct. Bullying policies cover general intimidation, mockery, and aggressive behavior
• Legal Framework: Sexual harassment policies align with Danish gender equality laws and EU directives on sexual discrimination. Bullying policies reference broader workplace safety regulations
• Investigation Procedures: Sexual harassment cases require specific confidentiality protocols and evidence handling. Bullying investigations follow more general workplace dispute procedures
• Training Requirements: Sexual harassment prevention requires specialized awareness training. Bullying prevention typically falls under general workplace conduct training