Harassment

What is harassment?

Harassment is unwanted conduct towards a person that violates their dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment. At work it can be verbal, physical, sexual or digital, and it does not have to be repeated: a single serious incident can be enough.

The key test is that the behaviour is unwanted. What matters is not the intention ("it was just a joke") but how the person on the receiving end experiences it. That is why something one colleague sees as friendly banter can be harassment for another.

Types of harassment

Harassment vs mobbing vs bullying

All three erode trust and create a toxic work environment, so your policy should cover them together, with clear definitions for each.

What to do if you experience harassment

1. Keep a record. Note dates, places, words or actions and witnesses, and save screenshots and messages.
2. Set a boundary if it is safe. Say or write briefly that the behaviour is not acceptable.
3. Ask for help. Go to HR, a more senior manager or an anonymous channel if your company has one. A formal complaint is handled through the grievance procedure.
4. Escalate if nothing happens. In the UK you can get free advice from Acas, bring an employment tribunal claim, and report criminal behaviour to the police.

How to prevent harassment in your company

1. A zero-tolerance policy. Define harassment with examples in your code of conduct and have every employee read and acknowledge it.
2. Training. Regular sessions for everyone and separate ones for managers, who are often the first to hear about problems. Sensitivity training helps too.
3. Several reporting channels. HR, line managers and an anonymous whistleblowing channel.
4. Fast, confidential investigations. Name who investigates, set timelines and rules for hearing both sides.
5. Proportionate consequences. From a written warning to dismissal under your disciplinary procedure.
6. Protection from retaliation. Someone who complains must not lose projects, bonuses or their role. Without that there is no psychological safety, and people stay silent.

Harassment and UK law

Section 26 of the Equality Act 2010 defines three forms of harassment: unwanted conduct related to a protected characteristic, unwanted conduct of a sexual nature, and less favourable treatment because someone rejected or submitted to such conduct. Since 26 October 2024, the Worker Protection (Amendment of Equality Act 2010) Act 2023 has placed a duty on employers to take reasonable steps to prevent sexual harassment of their workers, and tribunals can increase compensation by up to 25% where an employer has breached it. Repeated harassment can also be a criminal offence under the Protection from Harassment Act 1997.

PeopleForce helps you build a workplace where harassment gets reported, not hidden. Safe Speak in Desk lets anyone report harassment anonymously without signing in: the report goes to the person responsible for that category, and the reporter can follow the response with a password. You can send your code of conduct and anti-harassment policy for e-signature, and anonymous surveys in Pulse show whether people feel safe at work.