What a policy should include

The conciliation service Acas guide, Bullying and harassment at work: a guide for managers and employers, provides the following checklist for a bullying and harassment policy:

• a statement of commitment from senior management;

• acknowledgement that bullying and harassment are problems for the organisation;

• a clear statement that bullying and harassment will not be tolerated;

• examples of unacceptable behaviour;

• a statement that bullying and harassment may be treated as disciplinary offences;

• the steps the organisation takes to prevent bullying and harassment;

• the responsibilities of supervisors and managers;

• confidentiality for any complainant;

• reference to grievance procedures (formal and informal), including timescales for action;

• investigation procedures, including timescales for action;

• reference to disciplinary procedures, including timescales for action;

• counselling and support availability;

• training for managers;

• protection from victimisation; and

• how the policy is to be implemented, reviewed and monitored.

It is important that the policy’s relationship with the employer’s other procedures, such as discipline and grievance procedures, is clear.

Specialists’ union Prospect also advises: “Employees may suffer harassment from members of the public or customers with whom they are in contact in the course of their work. It is important that an employer’s harassment policy covers this situation. Employers should take steps to minimise its occurrence, and assure staff that they will be supported if it does happen.”