This policy covers definitions of harassment and bullying, examples of harassment and bullying, enforcement, training, communication and raising awareness and procedures.

This policy covers the complaints procedure employees should follow if they experience or witness any unlawful discrimination or harassment and covers informal action, formal action, investigation, outcome of the investigation, appeals and records.

Use this policy to lay out the policy on dignity at work. This includes the organisation's and employee's rights and responsibilities.

This policy covers action to be taken if an employee confides in a manager and action to be taken if the manager suspects that an employee is being subjected to domestic violence. It contains identifiers of potential domestic abuse and practical action points.

This policy covers identifying harassment, bullying and inappropriate behaviour. It also outlines steps to take to prevent inappropriate behaviour and how this will be dealt with. 

Add this list of behaviours to a harassment policy to outline what might constitute harassment. The list includes behaviours that are sex-based and relating to sex, sexual orientation, race, religion, disability and age.

Note that this is not intended to be an exhaustive list. 

This letter can be used to remind the workforce of the organisation's rules on discrimination, harassment and sexual harassment, including reminding staff where the internal policies are located.

The letter is a useful deterrent, confirming that formal sanctions have been applied, and can also be used to confirm training sessions are being organised. To ensure these matters are addressed, the letter also encourages staff to keep reporting any harassment or discrimination concerns.

This letter can be used to confirm that formal disciplinary action has been carried out following an employee raising a discrimination or harassment complaint.

The letter confirms whether the organisation is carrying out proactive training and also encourages the employee to raise similar concerns in the future, to allow these to be addressed.

This policy outlines the organisation's approach to harassment and bullying relating to mental health and mental health conditions. It covers examples of harassment and bullying, and how to raise complaints about this issue.

Use this letter to respond to an employee who has raised a complaint of discrimination or harassment relating to mental health. This letter confirms the process that will be followed now that the complaint has been raised.

Each time discrimination and harassment training is carried out, this form can be used to record the employee's attendance and understanding of the training session.

This policy outlines that an organisation prohibits forms of gossiping, giving examples of what can be considered unacceptable conduct. It also outlines how staff can avoid gossiping in the workplace and what action will be taken in response to it.

This letter should be distributed to a trade union following disclosure from an employee that they are suffering domestic abuse in order to commence a meeting to discuss this situation. Trade unions should only be informed of the situation with permission from the employee in question. 

Note

The organisation should take all steps to ensure that this letter is only read by those authorised to do so. This letter should never be seen by an alleged abuser.  

This letter outlines the financial and practical support that the organsiation will be providing to an employee suffering domestic abuse following a discussion over their situation. 

Note -

Organisations should take all necessary steps to ensure that the contents of this letter do not fall into the hands of an abuser. Whilst the letter has been kept as vauge as possible, it is crucial that it is only read by those authorised to do so. To this end, it is advisable to only hand this letter to an employee in person if possible, and ask them to sign it, keeping in mind current coronavirus guidelines. Posting it to their home address should be avoided.

This sign can be displayed in a workplace to highlight the organisation's anti-third party harassment stance.