Anti-Harassment and Bullying Policy

Anti-Harassment and Bullying Policy for Technology Businesses
Anti Harassment Hero – 9

Why do you need a Anti-Harassment and Bullying Policy?

Harassment and bullying shouldn't belong in society, let alone the workplace. The Equality Act 2010 and the Protection from harassment act 1997 impose a duty on employers to protect their staff from harassment and bullying.

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What is a Anti-Harassment and Bullying Policy?

An Anti-Harassment and Bullying policy lays out the rules and conduct expected of staff, as well as the process in which accusations and incidents are handled and investigated by the company. Having a policy in place is considered by the courts as a “reasonable step” towards protecting staff, thus adding to a defence for any potential claim.

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Table of contents

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Key facts

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Frequently Asked Questions

A: If anti-harassment and bullying are covered in another policy of procedure like a Grievance Procedure, then the employer is not under legal obligation to provide a stand-alone policy. However, having a separate policy in place has been shown to improve the chances of not being found liable for the harassment and bulling of their workers.

A: All employees have anti-harassment and bullying responsibilities. But overall responsibility for bullying or harassment in the workplace will fall on the employer.

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This is a “Forever Template”

We will continually update this template with the frequent Microsoft updates such as CSP and other flow down terms, plus we will update the relevant terms to ensure you can claim as many rebates as possible, and get recognised by Microsoft such as CPoR, (Claims Partner of Record) DPoR (Digital Partner of Record), and PAL (Partner Admin Link).

We will also continually update this template as the law changes, for example, GDPR (General Data Protection Regulation) and the effects of Brexit on our laws, as we untangle ourselves from the European Union.

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Kim Simmonds, CEO and Founder, Law 365

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