Free policy template · Word

Anti-Harassment Policy

An anti-harassment policy addresses all forms of non-sexual workplace harassment — bullying, verbal abuse, intimidation, humiliation, cyber harassment and harassment based on caste, religion, disability or other identity. It offers informal and formal complaint routes and protection from retaliation; sexual harassment is handled separately under the POSH policy.

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[Company Logo][Company Name]

ANTI-HARASSMENT POLICY

Policy No.:: [Reference Number]
Version:: [Version Number]
Effective Date:: [Date]
Policy Owner:: Human Resources

1. Purpose

[Company Name] is committed to a workplace where everyone is treated with dignity. This policy prohibits harassment and bullying and provides a fair process to resolve complaints.

2. Scope

It applies to all employees, interns, contractors and visitors, at the workplace, at work events, during travel and in online communication related to work. Complaints of sexual harassment are handled under the POSH Policy.

3. Definitions

Harassment means unwelcome conduct that violates a person's dignity or creates an intimidating, hostile, humiliating or offensive environment. Examples include shouting or abusive language; insults or jokes about caste, religion, region, language, disability, appearance or age; threats; spreading rumours; deliberate exclusion; offensive messages or posts; and repeated unreasonable criticism in public. Reasonable management actions — setting targets, giving feedback, or disciplinary action under policy — are not harassment.

4. Policy

Harassment and bullying in any form are prohibited.
Anyone who experiences or witnesses harassment is encouraged to report it.
Complaints are handled promptly, impartially and confidentially.
No one will face retaliation for raising a complaint or giving evidence in good faith.
Knowingly false complaints made to harm someone are themselves misconduct; a complaint that cannot be proved is not false.

5. Procedure

Informal route: where comfortable, the employee may tell the person the behaviour is unwelcome, or ask the manager or HR to help resolve it informally.
Formal route: the employee submits a written complaint to [HR Name] or [Email] describing incidents, dates and witnesses.
HR acknowledges within [Number] working days and appoints an inquiry panel of [Number] members with no connection to the case.
Both parties are heard, may present evidence and witnesses, and receive a fair opportunity to respond.
The panel submits findings within [Number] days; HR communicates the outcome in writing.
Either party may appeal to [Designation] within [Number] days.

6. Responsibilities

Employees: treat others respectfully and report concerns.
Managers: act on concerns immediately and model respectful behaviour.
HR: manage complaints, investigations and training.

7. Non-compliance

Proven harassment will lead to action under the Disciplinary Policy, ranging from warning and counselling to termination, depending on seriousness. Interim measures such as change of reporting line may be taken during investigation.

8. Review & Approval

HR will review this policy annually.

Approved by
[Authorised Signatory]
[Designation]
Date: [Date]

Acknowledged by
[Employee Name]
Date: [Date]

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What this template includes

Clear definition with examples — what bullying and harassment look like
Distinction from fair management — feedback is not harassment
Link to POSH policy — sexual harassment goes to the Internal Committee
Informal resolution option — quick, low-key fixes
Formal complaint and inquiry — documented and fair
Non-retaliation and confidentiality

When to use it

Complaints about a manager's shouting or public humiliation
Teasing based on caste, region, language or appearance
Abusive messages in team chat or WhatsApp groups
Setting a complaint route beyond the POSH Internal Committee

How to customise this template

1Add examples relevant to your workplace
2Name the people who receive complaints
3Set investigation timelines
4Decide the composition of the inquiry panel
5Translate key sections for workers

HR tips

Train managers on the difference between firm feedback and bullying
Respond to every complaint quickly, even if informally
Keep both parties informed of progress
Watch for retaliation after complaints

Some forms of harassment may also be offences under criminal or special laws. Review this template with your standing orders and a legal adviser, and keep it consistent with your POSH policy.

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Frequently asked questions

What is workplace bullying?+

Repeated, unreasonable behaviour that humiliates, intimidates or undermines a person — such as shouting, insults, exclusion or impossible deadlines set to make someone fail.

Is a harsh performance review harassment?+

No. Fair, evidence-based feedback delivered respectfully is part of management. It becomes harassment when it is abusive, humiliating or targeted without basis.

Where should sexual harassment complaints go?+

To the Internal Committee under the POSH policy, as required by the POSH Act 2013. This anti-harassment policy covers other forms of harassment.

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