UK Sexual Harassment Policy

This UK sexual harassment policy template can be copied and pasted but a more comprehensive version can be downloaded from within the system (see below).  This includes a managers' checklist for tackling sexual harassment in the workplace.

Download Free UK Policy Templates for Charities

You can download the sexual harassment and 60 other policy templates in Word format by registering (it's free). Once logged in, click the in-system AI bunny icon, then his Policies button and tell him which policy you want.  Watch this 3 min demo video. You can also ask him for a list of all the policy templates.

Charity Excellence is a one-stop shop for everything – quick, simple and completely free!  Three directories that find grant funding, donations and free help, 100+downloadable funder lists, 8 online health checks and the huge resource base.

Find Funding, Free Help & Resources - Everything Is Free.

Register Now!

Sexual Harassment Policy

Definition of Sexual Harassment

Sexual harassment is any unwanted behaviour of a sexual nature that makes someone feel offended, humiliated, or intimidated. It can include, but is not limited to:

• Unwelcome sexual advances.
• Inappropriate touching or physical contact.
• Sexual jokes or comments.
• Displaying sexually explicit materials.
• Sending sexually explicit emails or messages.

Duty to Prevent Sexual Harassment

In accordance with the Worker Protection (Amendment of Equality Act 2010) Act 2023, effective from 26 October 2024, we have a duty to take reasonable steps to prevent sexual harassment in the workplace. This includes:

• Implementing preventive measures such as regular training and clear communication of this policy.
• Creating a culture of respect and inclusion.
• Taking proactive steps to identify and mitigate risks of sexual harassment.

Reporting Procedure

If you experience or witness sexual harassment, you should report it to your line manager.  If you do not feel able to do so, report it to the Chair of Trustees or another senior member of the charity. Reports can be made in person or via email.

Larger organisations may have a designated person/role and/or a confidential reporting system.

Handling Sexual Harassment Complaints

All complaints will be taken seriously and handled promptly and sensitively. If proven, we will take prompt and effective action.  Any employee found to have engaged in sexual harassment may face disciplinary action, which may include dismissal.  Volunteers and beneficiaries may also be subject to appropriate actions.

Procedure.  The process will include:

• Acknowledging receipt of the complaint
• Conducting a thorough and impartial investigation
• Keeping all parties informed of the progress
• Ensuring confidentiality as much as possible

Subject to the outcome of an investigation, we may consider a range of formal and, potentially, informal options where both the charity and the person making a complaint think this is appropriate.

Informal Action.  For example, this might include:

• Explaining to the person who's been complained about why their behaviour was not acceptable and that it needs to change.
• Arranging mediation between the people involved.

Formal Action.  A formal procedure will be followed either:

• When informal options have not or would not work or be appropriate or.
• A formal complaint is made at the outset.

Disclosure of Sensitive Communications

We will handle sensitive communications with the utmost care. This includes:

• Maintaining the confidentiality of all parties involved
• Ensuring that any sensitive information disclosed during the investigation is protected
• Following legal guidelines on privilege and disclosure to ensure that sensitive communications are only shared with those who need to know.

Supporting People in Speaking Up About Sexual Harassment

We recognise the importance of supporting individuals in speaking up about sexual harassment. We recognise that creating and maintaining an open, respectful culture is key to doing so and, to foster a safe environment for reporting, we will:

• Reduce Psychological Barriers: Acknowledge the difficulty of speaking up and provide reassurance that reports will be taken seriously and handled with sensitivity.
• Lessen Social Threats: Make it clear that the intention of reporting is to improve the workplace environment, not to target individuals.
• Provide Clear Reporting Channels: Ensure that people know how and where to report incidents, and that they can do so without fear of retaliation.
• Offer Support and Resources: Provide access to counselling and support services for those who report harassment.
• Encourage a Speak-Up Culture: Regularly communicate the importance of speaking up and, if reasonably possible, provide training on how to do so effectively.

Additional Steps for Management

We also recognise that creating an open and respectful culture is primarily the responsibility of the charity’s leadership team.  To further ensure a harassment-free workplace, management will:

• Include in Policies and Training: Ensure that our zero tolerance of sexual harassment is properly reflected in other policies, induction and on the job training.
• Lead by Example: Demonstrate zero tolerance for sexual harassment through their own behaviour and actions.
• Communicate Clearly: Communicate the importance of a harassment-free workplace and the steps being taken to ensure it.
• Report Instances: Any complaints about sexual harassment will be reported to the chair and, if appropriate, other reporting action taken, such as to regulators.

Larger charities may also consider.

• Reviews: Conduct reviews of the workplace environment and policies to identify and address any potential issues.
• Regular Training: Conduct regular training sessions for all employees, including management, on recognising, preventing, and addressing sexual harassment.
• Support Networks: Establish support networks or peer groups where employees can discuss concerns and seek advice.

Support for Affected Individuals

We will provide support to anyone affected by sexual harassment, including access to counselling services and adjustments to work arrangements if needed.

UK Sexual Harassment Resources

Equality and Human Rights – Workplace Sexual Harassment Guidance.

RSM Final Countdown to New Duty to Prevent Sexual Harassment.

Harvard Business Review – How to speak up when it matters.

Acas: Sexual harassment.

Charity Commission E&W – serious incident reporting.

Bates Wells: Investigations and disclosure of sensitive communications (Jun 24).

RSM: What to do if you receive a whistleblowing allegation (2018).

Find the Funding and Free Help Your Charity Needs

A registered charity ourselves, the CEF works for any non profit, not just charities.

• Funding Finder - with categories for Core Cost Funding and Small Charities & Community Groups.
• Help Finder – find anything for free, including companies that make financial donations and raffle prizes.
• Data Finder – for fundraising bids & research, impact reporting, planning and campaigning.

Plus, 100+downloadable funder lists, 40+ policies, 8 online health checks and the huge resource base.

Quick, simple and very effective.

Find Funding, Free Help & Resources - Everything Is Free.

Register Now!

This UK Sexual Harassment Policy Is Not Professional Advice

This UK workplace sexual harassment policy template is for general interest only and does not constitute professional legal or financial advice.  I'm neither a lawyer, nor an accountant, so not able to provide this, and I cannot write guidance that covers every charity or eventuality.  I have included links to relevant regulatory guidance, which you must check to ensure that whatever you create reflects correctly your charity’s needs and your obligations.  In using this resource, you accept that I have no responsibility whatsoever from any harm, loss or other detriment that may arise from your use of my work.  If you need professional advice, you must seek this from someone else. To do so, register, then login and use the Help Finder directory to find pro bono support. Everything is free.

Ethics note: AI was used in researching some aspects of this policy template.