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Start People Ltd – Anti Bullying Policy

Bullying and Harassment

Policy statement

Start People is committed to providing a safe, respectful, and inclusive working environment for all employees, free from bullying and harassment. We take all allegations seriously and will address them promptly and effectively.

Scope

This policy applies to all employees at any level of the Business.

Responsibilities

The Directors of Start People are responsible for ensuring compliance with this policy and ensuring the prevention of bullying and harassment and addressing complaints effectively

Managers, Employees and Temporary Workers are responsible for adhering to the policy and reporting any issues or practises they believe may be in breech

Definitions

  • Bullying – Repeated and unreasonable behaviour intended to intimidate, degrade, humiliate, or undermine an individual or group. Examples include spreading malicious rumours, exclusion, or unjustified criticism.
  • Harassment – Unwanted conduct related to a protected characteristic under the Equality Act 2010 (see our Equal Opportunities Policy 009), which violates a person’s dignity or creates an intimidating, hostile, or offensive environment. Examples include offensive jokes, verbal abuse, inappropriate and/or unwanted physical contact, or discriminatory comments.
  • Victimisation – Treating someone unfairly because they have made or supported a complaint about bullying or harassment.

Reporting Acts of Harassment and Bullying

Employees who experience or witness bullying or harassment should follow the process below:

  • Informal Resolution – Where appropriate, raise concerns directly with the individual involved or seek support from their line manager.
  • Formal Complaint – Submit a written complaint to a Director if informal resolution is unsuccessful or inappropriate.
  • Investigation – Complaints will be investigated fairly, confidentially, and promptly, with appropriate action taken.
  • Outcome and Resolution – If bullying or harassment is found, disciplinary action may be taken, up to and including dismissal.

Employees who report bullying or harassment in good faith will be protected from victimisation. Retaliation against complainants or witnesses will result in disciplinary action.

Monitoring and Review

This policy will be reviewed as and when new Legislation is introduced or existing Legislation is amended.

Legislation Covered by this Policy

This policy is in accordance with UK legislation, including but not limited to:

  • The Equality Act 2010
  • The Employment Rights Act 1996
  • The Health and Safety at Work Act 1974
  • The Protection from Harassment Act 1997
  • The Human Rights Act 1998

Policy 010 – v1