Our Anti-Bullying Policy template:
- drafted by a UK lawyer for reliability
- simple to edit and customise
- includes full guidance notes
- cost-effective legal protection
How Does It Work?
Our Anti-bullying Policy template can be used by any organisation. It sets out how staff and management should deal with harassment or bullying in the workplace, and makes it clear to staff that harassing or bullying is a disciplinary offence.
It is the employer’s responsibility to ensure that its employees who report harassment or bullying are not victimised by management or other staff as a result. This policy (and of course ensuring it is enforced in practice) is a good step in the direction of ensuring the employer’s legal responsibilities to prevent harassment or bullying in the workplace are complied with. The employer can be held vicariously liable for the actions of its employees who cause bullying and harassment to staff or third parties during the course of their work, so it is important that a clear message is given to staff that this will not be tolerated.
The anti-bullying policy sets out the business’s commitment to stamping out bullying and harassment in the workplace and also to protecting those who raise their concerns about bullying and harassment in a protective, confidential environment in the workplace. The policy sets out how issues will be investigated and dealt with, including by disciplinary action against the perpetrators.
Using our Anti-Bullying Policy template
Our templates are all drafted to make it easy for you. You can complete your policy in literally minutes. It comes with a guide that leads you through each section and explains what its purpose is. You will find it incredibly straight-forward. If you have any queries when using it, you can contact us by email or telephone: see our Contact Us section.
Other HR Handbook documentation
Legalo has a full range of policies for your HR Handbook if you need individual policies or you can buy the complete set at a significant discount on the price of buying them individually. Have a look at our HR templates section for full details.
Clauses in this Anti-bullying Policy
What follows is a preview of the guide you get when you buy the template, walking you through its clauses:
Policy outline – This section sets out the business’s commitment to stamping out bullying and harassment in the workplace and also to protecting those who raise their concerns about bullying and harassment in a protective, confidential environment in the workplace.
While in the third paragraph of this section, the procedure is expressed to be non-contractual, employers should consult employees or their representatives if they are thinking of revising their policy. Please note that if the policy has been approved after negotiation with a trade union, it may have become a contractual term of the employees’ contracts. In such a case, modify the template accordingly by deleting this paragraph.
Definition of harassment – This section explains what harassment is and that it can occur if the recipient/victim feels it is occurring, even if the perpetrator did not intend it or think it was harassment. It also sets out that if you breach the anti-discrimination laws (e.g. sexual harassment) it is “unlawful harassment”. It makes it clear that physical, verbal or non-verbal conduct can amount to harassment.
Definition of bullying – This section explains what bullying is. It makes it clear that physical, verbal or non-verbal conduct can amount to bullying where it occurs when a position of power is being abused. In terms of abusing a position of power, this is not necessarily always about the perpetrator holding a more senior role to the employee who is the victim.
What to do if you are subjected to harassment or bullying – This section sets out with whom the issues should be raised internally and that, following an investigation, a meeting would then be held to address the issue. It is suggested in the first paragraph of this section that the issue should first be raised with your line manager/supervisor or someone in the HR team. If you do not have the latter, then delete the reference to it and the earlier use of the word “either” (both are in square brackets) in the penultimate sentence of this paragraph.
Protection and support for those making harassment or bullying claims – This section (a) encourages the victim (or anyone else observing harassment or bullying) to raise their concerns internally and (b) assures them of protection against victimisation as a result, including by disciplining any members of staff who would seek to victimise those raising such concerns.
Bullying and harassment records – This section explains that personnel or other relevant records will be kept regarding the allegations made and how they have been addressed. In the last sentence, which is in square brackets, it refers to keeping those records in accordance with your Data Protection Policy. If you do not have such a policy, then either delete the reference to it or purchase a template for such a policy from Legalo.