A model policy to set out your organisation's commitment to preventing sexual harassment at work, including the procedure for raising and investigating complaints of sexual harassment. This policy forms part of a two-policy approach and should be used alongside our Anti-harassment and anti-bullying policy (harassment other than sexual harassment).
A model policy to set out your organisation's commitment to preventing bullying and harassment at work, including the procedure for raising and investigating complaints of bullying and harassment (other than sexual harassment). This policy forms part of a two-policy approach and should be used alongside our Anti-sexual harassment policy.
The Employment Rights Act 2025 introduces employer liability for harassment by third parties and strengthens the duty to prevent sexual harassment. The policy wording has been updated to help employers prepare for the changes expected to come into force on 30 October 2026. The EHRC is currently working to update its technical guidance to reflect the forthcoming changes, and this policy will be reviewed again once the updated guidance is published.
What is the latest on the EHRC's updated statutory code of practice for services, public functions and associations? The code has been approved and takes effect on 5 August 2026. Although this code does not cover employment, its contents provide a useful pointer for employers on the best approach to toilets and changing facilities for transgender staff. The Toilets and facilities section of this policy has been updated based on examples given in the updated code.
A model policy to set out a framework for creating a neuro-inclusive workplace and the support available to individuals with a neurodivergent condition.
A model policy to set out your commitment to preventing harassment and bullying at work throughout your global operation as part of a wider strategy to foster a diverse, equitable and inclusive culture.
Enhanced with a new version of the model policy, with the example wording reflecting an organisation's commitment to equality, diversity and inclusion at work, including how this commitment is put into practice.
A model equality, diversity and inclusion (EDI) statement (long form) to include in your organisation's staff handbook, on your organisation's website, and/or on your staff intranet.
A model policy on employees with HIV and AIDS, which includes recruitment and selection, HIV testing, disclosure and confidentiality, the management of employees affected by HIV and AIDS, and first aid and health and safety procedures.
Model policies and procedures to help you create and maintain legally compliant documents for your organisation on equality, diversity and inclusion (edi).