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Anti-Harassment Policy
Anti-Harassment Policy
Company Name
Effective Date
Policy Owner
Approved By
Designated Complaints Officer
1. Purpose & Scope
(a)This Anti-Harassment Policy affirms the Organization's commitment to providing a work environment free from harassment of any kind and establishes the standards, procedures, and remedies for addressing harassment in the workplace.
(b)This policy applies to all employees, managers, contractors, vendors, clients, and visitors. It covers conduct occurring in the workplace, at work-related events, during business travel, and through digital communications.
(c)The Organization shall appoint a designated Complaints Officer responsible for receiving harassment complaints, coordinating investigations, and ensuring the fair and timely resolution of all reported matters.
2. Definition of Harassment
(a)Harassment is defined as any unwelcome conduct based on a protected characteristic that has the purpose or effect of creating an intimidating, hostile, degrading, humiliating, or offensive environment, or that unreasonably interferes with an individual's work performance.
(b)Sexual harassment includes unwelcome sexual advances, requests for sexual favours, and any other verbal, physical, or visual conduct of a sexual nature, whether in the form of quid pro quo demands or hostile environment behavior.
(c)Other forms of prohibited harassment include racial harassment, religious harassment, disability-based harassment, age-based harassment, and harassment based on any other characteristic protected by applicable law.
3. Reporting Procedures
(a)Any employee who experiences or witnesses harassment shall report the conduct to their manager, the HR department, the designated Complaints Officer, or through the Organization's confidential reporting channels.
(b)Managers who receive or become aware of a harassment complaint or observe conduct that may constitute harassment are required to report the matter to the HR department or Complaints Officer within 24 hours.
(c)The Organization shall acknowledge receipt of all harassment complaints within 3 business days and commence a formal investigation within 5 business days of receipt.
(d)All complaints shall be treated with the highest degree of confidentiality, with information shared only with individuals who have a legitimate need to know for the purposes of the investigation and resolution.
4. Investigation & Resolution
(a)Investigations shall be conducted impartially and thoroughly, with both parties afforded the opportunity to present their account, provide evidence, and identify witnesses.
(b)Upon completion of the investigation, the investigator shall prepare a written report with findings and recommendations, which shall be reviewed by the HR department and the appropriate decision-maker.
(c)Where harassment is substantiated, the Organization shall take prompt corrective action, which may include disciplinary measures ranging from mandatory training to termination, along with remedial measures for the complainant.
5. Retaliation Protection & Policy Review
(a)The Organization strictly prohibits retaliation against any individual who reports harassment, participates in an investigation, or opposes conduct they reasonably believe to be harassing.
(b)This policy shall be reviewed annually, and all employees shall receive mandatory anti-harassment training upon hire and on an annual basis, with enhanced training for managers on their reporting and response obligations.
(c)Employees who file complaints in bad faith or with the intent to harm another individual's reputation shall be subject to disciplinary action, though this provision shall not be used to discourage good-faith reporting.
The guide
Everything you need to know about the Anti-Harassment policy
What Is an Anti-Harassment Policy?
An anti-harassment policy prohibits unwelcome conduct based on protected characteristics such as sex, race, religion, age, or disability, and any behavior that creates a hostile, intimidating, or offensive work environment. It defines harassment clearly, covers verbal, physical, visual, and online conduct, and establishes how complaints are reported, investigated, and resolved. It applies to all employees, contractors, and often visitors and clients.
Why Companies Need an Anti-Harassment Policy
Harassment harms people, damages morale, and exposes employers to significant legal liability. A strong policy sets clear behavioral standards, gives victims a safe reporting path, and demonstrates that the company takes complaints seriously, which is often a legal defense in itself. It supports compliance with anti-discrimination laws, deters misconduct, and helps build a respectful culture where employees feel safe and can do their best work.
What an Anti-Harassment Policy Should Include
Define harassment with concrete examples, including sexual harassment and hostile environment conduct across in-person and digital channels. Provide multiple reporting channels so employees are not forced to report to an alleged harasser. Describe a prompt, impartial investigation process, confidentiality limits, and a firm non-retaliation commitment. Specify consequences up to termination, and require regular training and clear acknowledgment from every employee.
Harassment includes unwelcome conduct tied to a protected characteristic, such as offensive jokes, slurs, unwanted physical contact, intimidation, or displaying offensive material. It also covers sexual advances and conduct that creates a hostile environment. Behavior can be verbal, physical, visual, or online, including messages and social media.
Offer several reporting channels, such as a direct manager, HR, or a confidential hotline, so no one has to report to the person harassing them. Encourage prompt reporting, explain what happens next, and reassure employees that retaliation is prohibited and will itself be treated as a violation.
The employer must investigate promptly and impartially, protect the complainant from retaliation, and take corrective action if harassment is found. Keeping the process fair and documented is essential both to resolve the issue and to demonstrate good-faith compliance if the matter is ever challenged legally.
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