Dignity at Work Policy
This Dignity at Work Policy template helps employers set clear standards of respectful behaviour and a fair, consistent way to prevent and deal with bullying, harassment, sexual harassment and victimisation. It applies to employees and, where relevant, to workers, agency workers, consultants, contractors, interns and volunteers.
Why employers need a dignity at work policy
Since 26 October 2024, employers have had a legal duty to take reasonable steps to prevent sexual harassment of their employees. Where an employment tribunal upholds a sexual harassment claim and finds that the employer breached that duty, it can increase compensation by up to 25%.
From 30 October 2026, under the Employment Rights Act 2025, employers must take all reasonable steps to prevent sexual harassment of their employees in the course of their employment. They are also liable for harassment of their employees by third parties, such as customers or clients, in the course of their employment unless they have taken all reasonable steps to prevent it. This covers harassment as defined in the Equality Act 2010, so not only sexual harassment.
A clear policy, communicated to staff and backed by training, is one of the steps an employer can take.
What the policy covers
Clear standards. It explains what counts as harassment under the Equality Act 2010 and the protected characteristics it applies to. It also covers sexual harassment, bullying and victimisation, with practical examples of unacceptable behaviour, including online conduct and behaviour passed off as banter.
Where it applies. It covers conduct at the workplace, when working remotely, on business travel, at training and other work events and at work-related social functions.
Customers and other third parties. It deals with harassment of staff by customers, clients, suppliers, visitors and members of the public, and the steps the employer will take to prevent it.
Raising and handling complaints. Staff can raise a concern informally or make a formal complaint, with an alternative contact where needed. The policy explains how complaints are investigated, how confidentiality is handled and what outcomes may follow. It protects anyone who raises a concern, supports a complaint or gives evidence from detrimental treatment, while deliberately false allegations may be treated as misconduct.
Prevention and review. It sets out preventative measures such as assessing risks, training staff and managers, providing reporting channels and reviewing the policy periodically.
Templates to use alongside this policy
For a policy focused specifically on preventing sexual harassment, see our Prevention of Sexual Harassment Policy and Prevention of Sexual Harassment Risk Assessment Form. The Prevention of Third-Party Harassment Policy focuses on harassment of staff by customers and other third parties, and the Sexual Harassment Prevention Checklist helps employers review their overall approach.
If you prefer a policy framed around harassment and bullying rather than dignity at work, see our Harassment and Bullying Policy. For the timetable of the Employment Rights Act 2025 reforms, see our Employment Rights Act Implementation Roadmap.
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