What is Horizons' Anti-Harassment and Anti-Bullying Policy in the UK?
At Horizons Global Technology UK Limited, we are committed to fostering a workplace that is safe, inclusive, and respectful for all employees. Our Anti-Harassment and Anti-Bullying Policy aligns with UK legislation, including the Equality Act 2010, the Health and Safety at Work Act 1974, and the Protection from Harassment Act 1997.
This policy applies to all employees, contractors, and individuals engaged with Horizons, covering both in-person and virtual interactions.
Effective Date: November 2024
Article 1: Scope
This policy applies to all employees, contractors, consultants, and individuals engaged in the activities of Horizons Global Technology UK Limited. It covers all forms of communication, including:
Company communication tools
Virtual meetings
Emails
Instant messaging
Article 2: Definition of Harassment and Bullying
2.1 Harassment
Harassment is any unwanted behavior that undermines an employee’s dignity or creates an intimidating, hostile, degrading, or offensive environment. In line with the Equality Act 2010, harassment includes, but is not limited to:
Discriminatory remarks or actions based on race, gender, religion, disability, age, or other protected characteristics
Bullying, threats, or intimidation
Unwelcome comments, jokes, or emails that are offensive
Sexual harassment, including inappropriate remarks, messages, or requests
Cyberbullying, including harassment through company communication channels or social media
Harassing behavior, including the repeated sending of unwanted or abusive messages online, is strictly prohibited.
2.2 Bullying
Bullying includes behavior that is offensive, intimidating, malicious, or insulting and undermines, humiliates, or denigrates an individual. It can be a one-time act or persistent behavior that has a serious impact on an employee.
Article 3: Policy Statement
Horizons adopts a zero-tolerance stance on any form of harassment or bullying. This policy outlines both preventative measures and reporting procedures to maintain a respectful and collaborative workplace.
Article 4: Prevention Measures
4.1 Policy Communication
This policy is shared with all employees, contractors, and stakeholders and included in:
The Employee Handbook
Onboarding materials, with a strong emphasis on its importance
4.2 Training and Awareness
Mandatory annual harassment prevention training is provided to all employees, tailored to remote work environments, in compliance with the Equality Act 2010. This training includes:
Examples of harassment in virtual settings
How to report incidents
Bystander intervention strategies
4.3 Code of Conduct
All employees must follow the company’s Code of Conduct (Employee Handbook), which outlines:
Expected professional behavior
Clear definitions of acceptable and unacceptable communication and actions
4.4 Anonymous Reporting Mechanism
A confidential and anonymous reporting system allows employees to report harassment without fear of retaliation. Reports can be submitted via hr-horizons@joinhorizons.com. All reports are treated seriously and confidentially.
Article 5: Reporting Harassment
5.1 Immediate Reporting
Employees are encouraged to report harassment as soon as possible to:
Their manager
HR
The anonymous reporting system (hr-horizons@joinhorizons.com)
All reports will be handled with discretion and promptness under the Protection from Harassment Act 1997.
5.2 Options for Informal Resolution
When appropriate, an informal resolution may be considered. This can include:
Facilitated conversations
Mediation between the involved parties
Involvement of internal mediators or third-party professionals
Article 6: Investigation Procedures
6.1 Acknowledgment of Report
Horizons will acknowledge receipt of a report within 48 hours and inform the reporting employee of the next steps in the investigation process.
6.2 Investigation Process
A fair and impartial investigation will be conducted, which includes:
Interviews with individuals involved and potential witnesses
Collection of evidence, including emails, messages, or witness statements
Confidentiality measures to protect all parties
Each party will have the opportunity to present their account in accordance with the Equality Act 2010.
6.3 Conclusion of Investigation
Upon completion of the investigation, Horizons will:
Communicate findings to both parties
Take appropriate corrective actions if harassment is substantiated
Article 7: Resolution and Follow-Up
7.1 Disciplinary Actions
Failure to comply with this policy may result in disciplinary actions, which could include:
Warnings
Mandatory training
Reassignment
Termination of employment, depending on the severity of the violation
The final decision on disciplinary action remains at the employer’s discretion.
7.2 Support for Affected Individuals
To support employees affected by harassment, Horizons may offer:
Counseling services or support groups
Regular check-ins to ensure a safe and supportive work environment
7.3 Monitoring and Evaluation
Harassment reports are reviewed regularly to identify trends or areas for improvement
HR and management stay informed on best practices for harassment prevention and remote workplace management
Article 8: Policy Review and Updates
This policy will be reviewed annually or as needed to reflect changes in:
UK laws and regulations
Workplace best practices
Acknowledgment of Receipt
All employees are required to read, understand, and acknowledge this policy during the onboarding process and are reminded by email annually.
For any questions or concerns, please contact hr-horizons@joinhorizons.com.
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