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A Sexual Harassment Policy sets out clear rules and procedures to prevent and address unwanted sexual behavior in the workplace. It explains what counts as harassment under UK law, from unwelcome physical contact to offensive jokes and inappropriate messages, and spells out how employees can report incidents confidentially.

Beyond meeting legal requirements under the Equality Act 2010, these policies protect both staff and employers by establishing proper reporting channels, investigation steps, and consequences for misconduct. They also outline support services for affected employees and training requirements to create a respectful work environment where everyone feels safe and valued.

Every UK workplace needs a Sexual Harassment Policy from day one of operations. It's essential when hiring your first employee, opening new locations, or merging with other companies. The policy becomes particularly important during employee onboarding, workplace investigations, and after any reported incidents.

Use this policy actively during staff training sessions, when updating company handbooks, and if workplace culture issues arise. Regular reviews help ensure compliance with the Equality Act 2010 and demonstrate your commitment to preventing harassment. Having clear procedures ready before problems occur protects your organization and creates a foundation for addressing issues promptly.

• Basic Stand-Alone Policy: Outlines fundamental definitions, reporting procedures, and consequences - ideal for small businesses and startups
• Comprehensive Workplace Policy: Includes detailed investigation protocols, training requirements, and integration with other HR policies - suited for larger organizations
• Industry-Specific Policy: Contains sector-relevant examples and procedures, particularly for hospitality, retail, or professional services
• Multi-Site Policy: Adapts procedures for organizations with multiple locations while maintaining consistent standards across operations
• Digital Workplace Policy: Addresses online harassment, remote work situations, and electronic communications specifically

• HR Directors and Managers: Draft, implement, and update Sexual Harassment Policies, coordinate training, and oversee investigations
• Legal Teams: Review policies for Equality Act compliance, advise on investigations, and handle related employment disputes
• Line Managers: Enforce policy guidelines, report violations, and maintain documentation of incidents
• All Employees: Must understand and follow the policy, report incidents, and participate in required training sessions
• External Consultants: Provide specialist advice on policy development and assist with complex investigations when needed

• Company Structure: Gather details about workforce size, locations, and reporting hierarchies to tailor your policy appropriately
• Existing Policies: Review current HR documents and staff handbooks to ensure consistency across policies
• Reporting Channels: Map out clear procedures for making complaints, including designated contact persons and confidentiality measures
• Investigation Process: Define steps for handling complaints, timelines, and documentation requirements
• Training Plan: Outline how staff will learn about the policy, including regular refresher sessions
• Review Schedule: Set dates for policy updates to maintain compliance with evolving employment laws

• Definition Section: Clear explanations of what constitutes harassment under the Equality Act 2010, with practical examples
• Scope Statement: Who the policy applies to, including employees, contractors, and visitors
• Reporting Procedures: Step-by-step process for making complaints, including confidentiality guarantees
• Investigation Protocol: Detailed procedures for handling complaints, timelines, and documentation requirements
• Disciplinary Measures: Range of consequences for policy violations
• Protection Provisions: Anti-retaliation measures and witness safeguards
• Training Requirements: Mandatory awareness sessions and refresher courses

While both policies address workplace misconduct, a Sexual Harassment Policy differs significantly from a Bullying and Harassment Policy in several key aspects.

• Scope of Behavior: Sexual Harassment Policies specifically target unwanted conduct of a sexual nature, while Bullying and Harassment Policies cover a broader range of intimidating behaviors like verbal abuse, exclusion, or workplace bullying
• Legal Framework: Sexual Harassment Policies align primarily with sexual discrimination provisions under the Equality Act 2010, whereas Bullying and Harassment Policies address general workplace conduct and dignity at work
• Investigation Procedures: Sexual harassment cases require specific confidentiality measures and sensitive handling protocols, often with designated female and male contact persons
• Training Requirements: Sexual Harassment Policies mandate specialized awareness training focusing on consent and appropriate workplace behavior, while general harassment training covers broader interpersonal conduct