Definition
A policy and cultural commitment ensuring all employees are treated with respect and are free from bullying, harassment, and any form of unacceptable behaviour. Dignity at work policies typically cover behaviour between colleagues, managers, customers, and third parties.
UK Context
While there is no specific dignity at work legislation in the UK, bullying and harassment may constitute claims under the Equality Act 2010 (if related to a protected characteristic), the Protection from Harassment Act 1997, or the implied contractual term of mutual trust and confidence. From October 2024, employers have a positive duty to take reasonable steps to prevent sexual harassment.
Best Practices
- Implement a comprehensive dignity at work policy that defines unacceptable behaviour with clear examples
- Provide training for all staff, with additional training for managers on recognising and addressing issues
- Establish both informal and formal processes for raising concerns, with protection for those who report
Frequently Asked Questions
What is the difference between bullying and harassment?
Harassment is unwanted behaviour related to a protected characteristic under the Equality Act 2010, such as race, sex, or disability. Bullying is offensive, intimidating, or humiliating behaviour that is not necessarily linked to a protected characteristic. Bullying is not specifically defined in law but may still give rise to legal claims.
What is the employer's new duty to prevent sexual harassment?
From October 2024, the Worker Protection (Amendment of Equality Act 2010) Act 2023 introduced a positive duty on employers to take reasonable steps to prevent sexual harassment of employees. Tribunals can increase compensation by up to 25% if the employer has failed in this duty.