Top Five Tips for creating an Anti-harassment and Bullying Policy
12th November, 2012
Demonstrate commitment and acknowledgement
Employers should provide a statement of commitment from senior management which states that any bullying or harassment in the workplace will not be tolerated and that the organisation will do its utmost to protect and support those who are affected.
You should refer to the characteristics which are protected under current legislation, so that it is clear what behaviour will amount to bullying and/or harassment in the eyes of the law. It should also be clear that any bullying and/or harassment of workers or job applicants related to these characteristics is unlawful.
Steps to take
Policies should state that acts of bullying or harassment may be treated as gross misconduct offences. Policies should explain how employees should raise any concerns (whether formally and informally); make reference to the grievance procedure and the steps which may be taken in the event of a complaint.
Confidentiality, help and training
Policies should confirm that allegations will be treated speedily, seriously, confidentially and with an aim to prevent victimisation. Policies should also describe what support may be accessed (including any advice or counselling which is available through the organisation). Any training or other resources which are available to workers which may help to prevent bullying and harassment from occurring, or to help manage the consequences when it does occur, should also be explained.
Use of the policy
The policy should explain how, by whom, and the frequency of which, the policy is monitored and reviewed. For help and guidance on the creation and implementation of an anti-harassment and bullying policy for a fixed fee for your organisation, please contact Helen Watson on 01244 405565 or send an e-mail to [email protected].
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