Anti-Harassment and Bullying Policy Template for UK Businesses
An anti-harassment and bullying policy sets out your organisation's commitment to a workplace free from harassment, bullying, and victimisation. The Equality Act 2010 defines harassment as unwanted conduct related to a protected characteristic that has the purpose or effect of violating someone's dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment. The Worker Protection (Amendment of Equality Act 2010) Act 2023 introduced a new positive duty on employers to take reasonable steps to prevent sexual harassment, effective from October 2024.
Who Needs This Policy?
Every UK employer needs an anti-harassment policy. Since October 2024, employers have a positive duty to take reasonable steps to prevent sexual harassment under the amended Equality Act 2010 — and having a policy is a key reasonable step. Employment tribunals can uplift compensation by up to 25% where the employer has breached this duty. Under section 109, employers are vicariously liable for harassment by employees unless they took all reasonable steps to prevent it.
What's Covered
This anti-harassment and bullying policy template covers 14 key sections:
Purpose
[your details] is committed to providing a working environment free from harassment, bullying, and victimisation, where ...
Scope
This policy applies to all employees, workers, agency staff, contractors, and volunteers of [your details]. It covers be...
What Is Harassment?
Under section 26 of the Equality Act 2010, harassment is unwanted conduct related to a protected characteristic that has...
What Is Sexual Harassment?
Sexual harassment is unwanted conduct of a sexual nature that has the purpose or effect of violating dignity or creating...
What Is Bullying?
Bullying is offensive, intimidating, malicious, or insulting behaviour, or misuse of power, that undermines, humiliates,...
Victimisation
Under section 27 of the Equality Act 2010, victimisation occurs when someone is treated badly because they have: - Made...
Procedures -- Informal Resolution
[your details] encourages individuals to try to resolve concerns informally where it is appropriate and safe to do so. T...
Procedures -- Formal Complaints
If informal resolution is not appropriate or has not resolved the issue, you should raise a formal complaint in writing ...
Possible Outcomes
If the complaint is upheld, the action taken will depend on the seriousness of the behaviour and may include: - A forma...
Appeals
Either the complainant or the respondent may appeal the outcome by writing to [your details] within [your details] worki...
Roles and Responsibilities
will: - Take reasonable steps (and, from October 2026, all reasonable steps) to prevent harassment and bullying, as req...
Support
[your details] recognises that experiencing or being accused of harassment can be distressing. Support is available to a...
Related Policies
This policy should be read alongside: - Sexual Harassment Policy - Third-Party Sexual Harassment Policy - Sexual Harass...
Review
This policy will be reviewed annually, or sooner if there are changes to relevant legislation or guidance. The next sche...
Legal Framework
This policy template is grounded in the following UK legislation and guidance:
How Complaiance Helps
Our anti-harassment and bullying policy goes beyond a generic template:
- Covers all forms of harassment under the Equality Act 2010 including the new third-party harassment provisions
- Compliant with the October 2024 positive duty to prevent sexual harassment
- Clear complaint procedures with informal and formal resolution pathways
- Practical examples of harassment and bullying behaviour for employee training
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Get Started FreeFrequently Asked Questions
What is the employer's positive duty to prevent sexual harassment?
From October 2024, under the Worker Protection (Amendment of Equality Act 2010) Act 2023, all employers have a duty to take reasonable steps to prevent sexual harassment of their employees. This includes harassment by colleagues, managers, customers, clients, and other third parties. The EHRC has published guidance on what reasonable steps include. If a tribunal finds the duty has been breached, it can uplift compensation by up to 25%.
What is the difference between harassment and bullying under UK law?
Harassment is defined in section 26 of the Equality Act 2010 as unwanted conduct related to a protected characteristic. It is a specific legal claim. Bullying is not separately defined in UK legislation, but persistent bullying can amount to harassment if it relates to a protected characteristic, and may also give rise to claims for constructive unfair dismissal, personal injury, or breach of the implied duty of mutual trust and confidence.
Can an employer be liable for harassment by customers or clients?
Yes. The Worker Protection Act 2023 reinstated employer liability for third-party harassment (previously removed in 2013). From October 2024, employers must take reasonable steps to prevent sexual harassment from any source, including customers, clients, suppliers, and members of the public. The EHRC guidance recommends risk assessments, clear reporting channels, and staff training on handling third-party harassment.