Sexual Harassment Policy
A ready-to-use Sexual Harassment Policy covering reporting procedures, investigation, consequences, and anti-retaliation protections, plus a free downloadable PDF.
Download Sexual Harassment Policy Template
Table of Contents
What is a Sexual Harassment Policy?
A safe, respectful workplace matters for every employee's wellbeing and ability to do their job well. Sexual harassment undermines both, and it can expose an organization to serious legal consequences if left unaddressed. This policy sets out a clear commitment to a workplace free from sexual harassment, and makes clear that every employee is entitled to work with dignity and respect, regardless of gender, sexual orientation, or any other factor.
It defines what counts as sexual harassment, explains what happens when it occurs, and lays out the process for reporting it, whether you're the person it happened to or someone who witnessed it.
This policy sets out what counts as unacceptable workplace conduct of a sexual nature, all of which the company will address through its established procedures. There's no tolerance for behavior that creates a hostile or offensive work environment, whether it was intended that way or not. That includes, but isn't limited to:
- Unwelcome sexual advances: Requests for sexual favors, propositions, or physical contact.
- Verbal harassment: Sexual comments, jokes, innuendos, or slurs.
- Visual harassment: Displaying or distributing sexually suggestive images or pornography.
- Non-verbal harassment: Lewd gestures, stalking, or unwanted physical proximity.
This applies to all forms of sexual harassment, regardless of the gender or sexual orientation of the people involved, and protects employees from harassment by supervisors, co-workers, clients, vendors, or anyone else encountered in a work-related setting.
Why Have a Sexual Harassment Policy?
A sexual harassment policy serves two main purposes: it supports a healthier work environment, and it protects the organization itself.
A clear policy sets expectations and signals that respect is part of the organization's culture. It tells employees plainly that sexual harassment won't be tolerated, gives them a clear path to report it, and discourages inappropriate behavior before it starts. A respectful workplace tends to mean higher morale, less stress, and better career outcomes for employees.
A well-written policy also protects the organization. It shows a proactive stance against harassment and a fair, consistent process for resolving complaints, which matters both for doing right by employees and for limiting the legal exposure that comes with mishandling or ignoring a complaint.
Standard Sexual Harassment Policy Format
Here's a sample Sexual Harassment Policy you can adapt for your own organization:
Introduction
[Company Name] is committed to providing a work environment free from sexual harassment. We believe all employees deserve to work with dignity and respect, regardless of gender, sexual orientation, or other factors. This policy defines sexual harassment, outlines the reporting procedures, and ensures a fair and prompt investigation of all reported incidents.
What is Sexual Harassment?
Sexual harassment is unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that:
- Creates a hostile or offensive work environment
- Interferes with an employee's work performance
- Or affects an employee's ability to participate in or benefit from company activities
Sexual harassment can take many forms, including:
- Verbal: Sexual comments, jokes, innuendos, or slurs
- Visual: Displaying or distributing sexually suggestive images or pornography
- Non-verbal: Lewd gestures, stalking, or unwanted physical proximity
- Physical: Unwanted touching or sexual assault
- Threats or coercion: Threatening someone's job or benefits in exchange for sexual favors
Sexual harassment can occur between employees at different levels of the organization, including supervisors and subordinates, and it can also happen between employees and non-employees, such as clients, vendors, or visitors.
Reporting Sexual Harassment
Reporting Options
Employees who experience or witness sexual harassment are encouraged to report it promptly, to any of the following:
- Your supervisor: Often the most direct route for addressing the issue.
- Human Resources: A confidential resource that investigates complaints and works toward a fair resolution.
- Compliance Officer: Some companies have a designated compliance officer to handle sensitive reports.
- EEO Officer (Equal Employment Opportunity): An option if the complaint also involves discrimination.
Reporting Procedure
When reporting an incident, provide as much detail as possible, including:
- The nature of the harassment (verbal, visual, physical, etc.)
- Dates, times, and locations of the incidents
- Names of witnesses, if any
- Specific details of the harassing behavior
Investigation
A designated investigator will look into every report of sexual harassment promptly and thoroughly. The investigation is conducted as confidentially as possible, and both the complainant and the respondent get the chance to be heard and present their version of events.
Consequences
Disciplinary action will follow depending on the severity of the harassment, which may include:
- Verbal warning
- Written warning
- Suspension
- Termination of employment
Anti-Retaliation
[Company Name] prohibits retaliation against anyone who reports sexual harassment in good faith. This includes any adverse action, such as demotion, termination, or creating a hostile work environment.
Training
[Company Name] provides all employees with training on this policy, covering what constitutes sexual harassment, employees' rights and responsibilities under it, and how to report an incident.
Resources
Employees seeking more information or support can refer to the Prevention of Sexual Harassment (POSH) Act, 2013.
Policy Review
This policy is reviewed and updated regularly to stay compliant with all relevant laws and regulations.
Questions
Questions about this policy can be directed to your supervisor, the Human Resources department, or the Compliance Officer.
Conclusion
A safe, respectful workplace benefits everyone, and this policy is one of the key tools for getting there. Open communication, clear expectations, and a fair process for handling complaints all help employees feel valued and able to do their best work. Everyone in the organization is encouraged to understand this policy and take an active part in building a positive, inclusive workplace.
FAQs
What is the Sexual Harassment Policy in India?
India has specific laws covering the prevention and redressal of sexual harassment at work, the main one being the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, commonly known as the POSH Act.
Who is Protected Under the POSH Act?
The POSH Act protects all women working in an organization, whatever their employment status, permanent, temporary, or contractual, and whatever their role, worker or manager. It also covers women undergoing training or an apprenticeship there.
What are the Different Types of Sexual Harassment?
It can take several forms: comments, jokes, and slurs; lewd gestures and stalking; sexual imagery and pornography; and unwanted touching or assault. It can come from a supervisor, a co-worker, a client, a vendor, or really anyone someone comes into contact with in a work setting.
How Do I Report Sexual Harassment?
Most companies offer a few reporting routes, like HR, a supervisor, a compliance officer, or an EEO officer. It's best to report as soon as possible, and to keep a record of the details: dates, times, witnesses, and a full description of what happened.
What are the Consequences of a False Sexual Harassment Complaint?
They can be serious. If an investigation finds that a complaint was baseless or made in bad faith, the person who filed it can face disciplinary action, up to and including termination.