Compliance guide
Workplace Harassment Policy Template
A workplace harassment policy sets out that bullying, sexual harassment and other harassment won't be tolerated, and gives people a clear, safe way to raise it. With many countries now placing a positive duty on employers to prevent harassment, having a genuine policy matters more than ever. This guide gives you a free template, plus a done-for-you option.
Last updated
Key takeaways
- A workplace harassment (or anti-harassment) policy defines harassment, makes clear it's prohibited, and sets out how to report and resolve it.
- It should cover sexual harassment, bullying and harassment based on protected attributes, one policy can address all of them.
- Employers increasingly have a positive duty to take reasonable steps to prevent harassment, not just respond after the fact.
- It works hand in hand with your equal opportunity policy and whistleblower policy.
- Use the free template below, or have a tailored version prepared for you.
What is a workplace harassment policy?
A workplace harassment policy is an internal document that states your organisation's commitment to a respectful, safe workplace free from harassment, and explains what harassment is, what happens if it occurs, and how people can raise concerns. It protects your people and helps protect the business from legal and reputational harm.
Most businesses use a single anti-harassment policy that covers sexual harassment, bullying and harassment connected to protected attributes, rather than separate documents. It pairs naturally with your equal opportunity and code of conduct policies.
Types of workplace harassment (with examples)
A clear policy helps people recognise harassment in its different forms:
- Sexual harassment, unwelcome sexual conduct, advances, comments, messages or sharing of explicit material.
- Bullying, repeated unreasonable behaviour that creates a risk to health and safety, such as belittling, intimidation or exclusion.
- Discriminatory harassment, harassment based on a protected attribute like race, sex, age, disability, religion or sexual orientation.
- Online harassment, the same behaviours over email, chat or social media, which still count even outside the office.
Reasonable management action carried out fairly, such as giving feedback or managing performance, is not bullying or harassment. A good policy draws that line so managers aren't afraid to manage.
What to include: workplace harassment policy template structure
- Purpose and scope, your commitment and who the policy covers (staff, contractors, visitors, online conduct).
- Definitions, harassment, sexual harassment, bullying and victimisation, in plain language.
- Examples, so people can recognise the behaviours.
- What's expected, the standard of behaviour required of everyone.
- Prevention, the reasonable steps the business takes to prevent harassment (the positive duty).
- How to report, the channels available, including a confidential option and a contact person.
- How reports are handled, a fair, confidential process for investigating and resolving complaints.
- Protection from victimisation, an assurance that no one is punished for raising a genuine concern.
- Consequences, the disciplinary outcomes for breaches.
- Responsibilities and review, who owns the policy and how often it's reviewed.
Download the editable workplace harassment policy template
Pop your email in and we'll send the workplace harassment policy template (Word and PDF), covering sexual harassment, bullying and a reporting process.
How to implement your harassment policy
Meeting a positive duty means the policy has to live in the business, not just a drawer.
- 1
Adapt it to your business
Match the definitions and reporting contacts to your organisation and jurisdiction.
- 2
Approve and communicate
Have it approved by management, then share it with everyone and include it in induction.
- 3
Train managers and staff
Run regular training so people can recognise harassment, and managers know how to respond.
- 4
Set up safe reporting
Offer a confidential channel and a named contact, and make no-retaliation a firm commitment.
- 5
Respond consistently
Investigate complaints fairly and promptly, and keep appropriate records.
- 6
Review and improve
Review the policy at least annually, and after any incident, to show you're taking reasonable preventive steps.
Free template vs done-for-you document
Happy to tailor the definitions and reporting process yourself? The free template covers it. Want it matched to your jurisdiction's positive-duty rules and ready to issue? Here's the done-for-you option.
| Free template | Done-for-you document | |
|---|---|---|
| Price | £0 | Fixed fee |
| Effort from you | A few hours editing | A short intake form |
| Matched to your law | You research it | Done for you |
| Reporting process | You design it | Set out for you |
| Ready to issue | You format it | Signed-ready PDF |
| If it needs changes | You redo it | We revise it free |
Prefer your harassment policy done for you?
Tell us where you operate and we'll prepare a tailored workplace harassment policy, with definitions and a reporting process matched to your jurisdiction's positive-duty rules.
Requests for the workplace harassment policy are reviewed and prepared manually, we'll follow up by email.