Bullying and harassment

Prevent bullying and harassment

Employers are responsible for preventing bullying and harassment, so it is in your interests to have a policy to avoid it and put procedures in place to implement the policy. See the page in this guide on how to draw up an anti bullying and harassment policy .

It is your responsibility to make sure that any policy has been properly implemented, is understood by staff and is being used and monitored properly. If a tribunal believes that all reasonable steps have been taken the employer may escape liability.

You should make sure that:

• All the management team are seen to be fully committed to the policy.
• You identify who is in overall charge, and in day-to-day charge, of implementing the policy.
• You have set aside time to train those in charge on their responsibilities.
• The policy covers all the areas covered by anti-discrimination law. See our guide on how to  prevent discrimination and value diversity .
• The policy is linked to other disciplinary and grievance procedures and any appraisal system for managers.
• You use all appropriate ways to advertise the policies to your workforce including any induction process.
• You keep note of complaints so you can detect any patterns of inappropriate behaviour.
• You review the working of the programme.

Subjects covered in this guide

• Introduction
• What is meant by bullying and harassment?
• The impact of bullying and harassment
• Recognising bullying or harassment
• Prevent bullying and harassment
• Draw up an anti bullying and harassment policy
• Dealing with bullying and harassment claims
• Here's how I developed an anti bullying and harassment policy

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