Bullying and harassment policy template

Everyone should know what behaviour is acceptable at work, what to do if something goes wrong and how concerns will be handled. A bullying, harassment and sexual harassment policy helps set that standard by making expectations clear, explaining reporting routes and showing that concerns will be taken seriously, handled fairly and addressed promptly.

It's also an important step in meeting legal harassment prevention requirements.

• Since October 2024, employers have had a proactive duty to take reasonable steps to prevent sexual harassment at work.

• From 30 October 2026, that duty rises to taking all reasonable steps, with stronger expectations around preventing harassment and protecting workers from third-party harassment involving people such as clients, customers and contractors.

This harassment policy template was created in partnership with HR and H&S consultants at Omny Group to help you put those expectations and processes in writing, alongside clear responsibilities for managers and employees, so everyone understands the standards that apply in your workplace. But it's intended as a starting point only and needs editing to meet the needs of your organisation.

When creating or updating policies, especially for complex areas like harassment, it’s always best to seek HR or legal advice. Omny Group are happy to help. You can contact them here.

[Company name] Bullying and harassment policy

Policy statement

We are committed to creating a workplace where everyone is treated with dignity, respect and fairness. We believe everyone has the right to work in an environment free from bullying, harassment, sexual harassment and victimisation.

We have a zero-tolerance approach to unacceptable behaviour and expect everyone working for or with our business to contribute to a positive, professional and inclusive workplace.

This policy supports our legal obligations under the Equality Act 2010, the Health and Safety at Work etc. Act 1974 and the Employment Rights Act 2025, including the strengthened duty on employers to take proactive and, where required by law, all reasonable steps to prevent sexual harassment and protect workers from third-party harassment.

Scope

This policy applies to all: Employees, Workers, Agency staff, Apprentices, Contractors, Consultants, Volunteers and Job applicants.

It applies during working hours, business travel, training, meetings, work-related social events, online meetings, telephone calls, emails, messaging platforms and social media where work relationships are affected.

This policy also applies to interactions with customers, clients, contractors, suppliers, visitors, volunteers and members of the public where those interactions arise in connection with work.

Bullying

Bullying is offensive, intimidating, malicious or insulting behaviour which undermines, humiliates or causes physical or emotional harm to another person.

Examples include:

• Shouting or aggressive behaviour

• Persistent criticism or belittling

• Intimidation or threatening behaviour

• Excluding someone from meetings or work activities

• Spreading rumours

• Excessive or unreasonable monitoring

• Setting unrealistic deadlines

• Misusing authority or position

• Cyberbullying through email, messaging platforms or social media

Bullying may breach this policy even where it does not amount to unlawful harassment under the Equality Act 2010.

Harassment

Harassment is unwanted conduct that violates a person's dignity or creates an intimidating, hostile, degrading, humiliating or offensive working environment.

Harassment may relate to any protected characteristic under the Equality Act 2010, including:

• Age

• Disability

• Gender reassignment

• Marriage or civil partnership

• Pregnancy or maternity

• Race

• Religion or belief

• Sex

• Sexual orientation

Examples include:

• Offensive jokes or comments

• Derogatory language

• Mocking someone's accent, disability or beliefs

• Displaying offensive images or material

• Unwanted physical contact

• Deliberately excluding someone because of a protected characteristic

• Repeated intrusive questioning

A single serious incident may amount to harassment. Behaviour does not need to be repeated before action is taken.

Sexual harassment

Sexual harassment is unwanted conduct of a sexual nature that violates a person's dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment.

Examples include:

• Sexual comments or jokes

• Unwanted touching

• Suggestive messages or emails

• Requests for dates after being refused

• Comments about appearance

• Sharing sexually explicit material

• Inappropriate gestures or staring

Sexual harassment can occur regardless of gender, sexual orientation, job role or seniority. The intention of the individual is not relevant; the impact on the recipient is what matters.

Third-party harassment

We are committed to protecting employees from harassment by customers, clients, contractors, suppliers, visitors or any other third party.

Where concerns are raised, we will investigate promptly, assess any ongoing risks and take all reasonable steps to prevent further incidents, including implementing appropriate control measures where necessary. 

Responsibilities

Managers

Managers are expected to:

• Lead by example.

• Promote a respectful workplace culture.

• Complete harassment prevention training

• Deal with concerns promptly and fairly.

• Escalate concerns even where no formal complaint has been made if there is a risk to employee wellbeing or legal compliance.

• Support employees during investigations.

• Take proactive and reasonable steps to prevent bullying and harassment.

Employees

Everyone is expected to:

• Treat others with dignity and respect.

• Behave professionally.

• Challenge inappropriate behaviour where it is safe to do so.

• Report concerns promptly.

• Cooperate fully with investigations.

• Help create a safe and inclusive working environment.

Raising Concerns

• Employees are encouraged to raise concerns as early as possible.

• Where appropriate, issues may be resolved informally by explaining that behaviour is unwelcome.

• Where this is not appropriate, or the behaviour continues, concerns should be reported to a manager or HR without delay.

• All complaints will be taken seriously, investigated fairly and handled as confidentially as possible.

• No employee will suffer retaliation, disadvantage or victimisation for raising a genuine concern or participating in an investigation in good faith.

• Reports of sexual harassment may also qualify for protection under whistleblowing legislation where the legal criteria are met.

Investigations

Where a formal complaint is received, the business will:

• Begin an investigation without unreasonable delay.

• Speak with all relevant parties.

• Review all available evidence.

• Maintain confidentiality where possible.

• Reach an evidence-based conclusion.

Depending on the outcome, action may include:

• Informal resolution

• Mediation

• Additional training or coaching

• Formal disciplinary action

• Dismissal where appropriate

Confidentiality

All complaints will be handled as confidentially as possible. Information will only be shared with those who need it to investigate or resolve the matter. Absolute confidentiality cannot always be guaranteed where disclosure is necessary to conduct a fair investigation or comply with legal obligations.

Victimisation

Victimisation of anyone who raises a concern, supports another individual or participates in an investigation in good faith will not be tolerated. Victimisation may result in disciplinary action and may constitute unlawful discrimination under the Equality Act 2010.

False or malicious complaints

A complaint that is not upheld will not result in disciplinary action simply because there was insufficient evidence. However, allegations found to have been made knowingly and maliciously may themselves result in disciplinary action.

Our commitment

We are committed to preventing bullying and harassment by:

• Providing appropriate training for managers and employees, including regular refresher training.

• Carrying out workplace harassment risk assessments where appropriate.

• Reviewing workplace culture and behaviours.

• Investigating concerns promptly.

• Taking appropriate action where unacceptable behaviour is identified.

• Regularly assessing workplace risks relating to harassment.

• Reviewing the effectiveness of preventative measures following complaints or identified risks.

• Monitoring trends and learning from incidents.

• Reviewing this policy annually.

This policy forms part of our wider approach to preventing bullying and harassment and should be read alongside our Harassment Risk Assessment, Equality, Diversity and Inclusion Policy, Grievance Policy, Disciplinary Policy and Whistleblowing Policy.

Policy Review

Policy Owner: __________________________

Approved By: __________________________

Effective Date: __________________________

Review Date: __________________________

Version: __________________________

Failure to comply with this policy may result in disciplinary action, up to and including dismissal. The Company reserves the right to review and amend this policy periodically to reflect changes in legislation, guidance and business requirements.