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:

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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