Harassment (inc. Sexual) and Bullying Policy Templates
This suite of professionally drafted HR documents provides a complete, ready-to-use framework to prevent and manage harassment, bullying and sexual harassment at work, helping UK employers comply with the Equality Act 2010 and demonstrate that they have taken reasonable steps to protect staff.
Harassment and Bullying Policy
This core workplace harassment and bullying policy template sets out a clear statement of zero tolerance, defines bullying and harassment (including examples), covers unlawful grounds (sex, race, disability, age, religion or belief, sexual orientation, gender reassignment), and explains informal and formal complaint procedures, victimisation, third-party harassment, responsibilities, training and confidentiality. It links to grievance and disciplinary procedures, making it an essential foundation document for any anti-bullying strategy.
Employer / Manager Guidance Notes – Prevention
These employer guidance notes support managers to implement the policy in practice. They explain legal definitions and risks, the duty to take reasonable steps (including sexual harassment prevention), the importance of training and communication, how to handle informal and formal complaints, when to suspend or investigate, links with grievance/disciplinary procedures, and how to respond to third-party harassment. They also cover issues such as abuse of power, alcohol and malicious complaints.
Employee Guidance Notes – Harassment & Bullying
These staff-facing guidance notes explain, in plain language, what employees should do if they experience harassment or bullying: keeping incident records, taking informal steps, writing to the harasser, and raising a formal grievance. They also highlight confidentiality, sources of support and what to do in serious cases such as sexual assault, giving employees practical tools to act early and safely.
Prevention of Sexual Harassment Policy
This targeted sexual harassment policy template focuses specifically on unwanted conduct of a sexual nature and victimisation. It gives clear definitions and examples, addresses third-party sexual harassment, and mirrors the informal/formal complaint routes, investigation standards, disciplinary consequences and confidentiality expectations, reinforcing the employer’s duty to take reasonable steps to prevent sexual harassment.
Prevention of Sexual Harassment Risk Assessment Form
This simple risk assessment form helps employers identify who may be at risk (e.g. lone workers, client-facing staff, workers at social events), record worker-to-worker and third-party sexual harassment risks, and list reasonable preventative steps, review dates and sign-off. It evidences proactive management of sexual harassment risks.
How these documents work together
Used together, the general Harassment and Bullying Policy and the Prevention of Sexual Harassment Policy set the standards and legal framework. The employee and employer guidance notes translate those policies into clear day-to-day actions, while the risk assessment form provides a structured way to identify and control sexual harassment risks. Collectively, they offer a comprehensive, customisable toolkit for creating a safer, respectful workplace and defending potential claims.
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Frequently Asked Questions
Do I need both a Harassment and Bullying Policy and a separate Prevention of Sexual Harassment Policy, or will one document cover everything? +
For most employers, having both is the stronger approach. The Harassment and Bullying Policy covers all forms of unlawful harassment linked to protected characteristics under the Equality Act 2010 (including sex, race, disability, age, religion or belief, sexual orientation and gender reassignment) as well as general bullying. The Prevention of Sexual Harassment Policy focuses specifically on unwanted conduct of a sexual nature and reinforces your proactive duty, in force since October 2024 under the Worker Protection (Amendment of Equality Act 2010) Act 2023, to take reasonable steps to prevent sexual harassment. Together they give clearer definitions, dedicated complaint routes and stronger evidence of compliance than a single combined document. Simply-Docs provides both as ready-to-customise templates.
Since the Worker Protection Act came into force, what do I actually need to have in place to show I have taken reasonable steps to prevent sexual harassment? +
Since 26 October 2024, the Worker Protection (Amendment of Equality Act 2010) Act 2023 requires every employer to take proactive, documented steps to prevent sexual harassment, not just react after a complaint. The Equality and Human Rights Commission's guidance points to a written policy, regular training for all staff (including managers), a risk assessment identifying who may be at risk (for example lone workers or client-facing staff), clear reporting routes and a process for handling complaints. Simply-Docs provides a Prevention of Sexual Harassment Policy and a Prevention of Sexual Harassment Risk Assessment Form to support exactly this. Note that from 2027, under the Employment Rights Act 2025, the duty is expected to rise to 'all reasonable steps' and third-party harassment liability will also be introduced, so documents will need to be reviewed and updated before then.
What is the legal difference between bullying and harassment, and does my policy need to cover both? +
Harassment is unlawful under the Equality Act 2010 when it involves unwanted conduct related to a protected characteristic (such as sex, race, disability, age, religion or belief, sexual orientation or gender reassignment) that violates someone's dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment. Bullying, by contrast, has no standalone legal definition or free-standing statutory claim in England and Wales. That said, bullying that is linked to a protected characteristic may qualify as harassment, and persistent bullying can also give rise to constructive dismissal or personal injury claims. A good workplace policy covers both: it sets a clear standard of behaviour, helps prevent escalation and demonstrates to a tribunal that you take all complaints seriously. The Simply-Docs Harassment and Bullying Policy defines and addresses both, with examples, complaint routes and links to grievance and disciplinary procedures.
I am a manager and a member of staff has just told me informally that they are being harassed. What should I do? +
Take the complaint seriously and act promptly. You should listen carefully, keep the conversation confidential as far as possible, and make a note of what has been said. Consider whether the situation can be resolved informally (for example by a quiet word with the person alleged to have behaved badly) or whether a formal grievance procedure is more appropriate given the seriousness of what is alleged. You should not ignore the complaint or delay: under the Worker Protection (Amendment of Equality Act 2010) Act 2023, employers have a proactive duty to prevent sexual harassment, and under the Equality Act 2010 employers can be vicariously liable for harassment by employees if they cannot show they took reasonable steps to prevent it. The Simply-Docs Employer Guidance Notes explain how to handle both informal and formal complaints, when to consider suspension, how to investigate and how to respond to third-party harassment, giving managers clear practical steps at each stage.
Do I need a separate sexual harassment risk assessment form, or is a written policy enough? +
A written policy alone is unlikely to be sufficient. The Equality and Human Rights Commission's technical guidance on the proactive duty under the Worker Protection (Amendment of Equality Act 2010) Act 2023 makes clear that employers should identify and assess the specific risks of sexual harassment in their workplace, record the steps they are taking to reduce those risks and review the assessment periodically. A risk assessment form documents that you have thought about who may be at risk (for example lone workers, client-facing staff, workers at social events), what the risks are (worker-to-worker and third-party) and what preventative steps you have put in place. This evidences proactive management and strengthens your position if a complaint or EHRC enforcement action follows. Simply-Docs provides a Prevention of Sexual Harassment Risk Assessment Form designed specifically for this purpose.
