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Atkins Dellow > Anti-harassment and Bullying Policies in Employment Law

08 July 2024 | HR & Employment

Anti-harassment and Bullying Policies in Employment Law

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For more information about anti-harassment and bullying policies and what to include in your employee handbook policy get in touch with our Employment Law team today on 0330 912 8338.

Introduction to Anti-Harassment and Bullying Policy

As a matter of law employers must give their employees a written document which covers the key terms of the employment relationship. On top of this, it’s good practice for employers to have a staff handbook which includes the non-contractual policies and procedures. The staff handbook will sit alongside the employee’s terms and conditions of employment and the employer can use it to manage situations within the workplace and help avoid disputes.

Anti-harassment and Bullying Policy

Employers can deal with all and any grievances they receive under their Grievance policy, including allegations of bullying and harassment. But, generic Grievance Policies are designed to deal with all types of complaint, so it means they aren’t specifically tailored towards the particular demands of harassment and bullying complaints.

Employers aren’t legally required to have a separate policy on bullying and harassment as they can deal with such complaints under their grievance procedure. But it’s a good idea for larger employers to have a separate policy, as this allows them to deal more appropriately with any allegations of bullying and harassment in the workplace.

A separate Anti-harassment and Bullying Policy allows you to adapt your investigation procedure to recognises the sensitivity and seriousness of bullying and harassment complaints. You can also explain that complaints of harassment will be handled within a reasonable time, treated seriously and confidentially, and that someone making a complaint will be protected from victimisation. On top of this you can let your employees know about any support available to them if they feel they are being harassed, such as counselling or a worker assistance programme. The Anti-harassment and Bullying Policy should also make it clear that any employee who is found to have harassed a colleague will face disciplinary action.

You’ll need to make sure that your Anti-harassment and Bullying Policy covers the areas you want it to, and that it sets out the procedure you want to follow. You can click here for an example policy to get you started, but you should tailor it to your needs.

This article and the policy are provided for general information purposes only and you should take specialist advice in relation to specific circumstances. Whilst we endeavour to ensure that what we say is correct, no warranty, express or implied, is given as to its accuracy, and Atkins Dellow LLP does not accept any liability for error or omission.

Atkins Dellow help clients all over the UK with legal matters including implementing concrete sets of policies as part of Employee handbooks. Every employer should have one. For more information get in touch with our team today on 0330 912 8338.

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Please note this article is provided for general information purposes only to clients and friends of Atkins Dellow LLP. It is not intended to impart legal advice on any matter. Specialist advice should be taken in relation to specific circumstances. Whilst we endeavour to ensure that the information in this article is correct, no warranty, express or implied, is given as to its accuracy, and Atkins Dellow LLP does not accept any liability for error or omission.

© Atkins Dellow LLP 2024

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