Document #100-0010 Rev 08 

1.0 PURPOSE 

We want everyone at the Company to feel safe, respected and valued at work. We do not accept any form of bullying, discrimination, harassment or sexual harassment based on any ‘Protected Characteristic’ set out in the Equality Act. 

This policy explains the standards we expect, the support available, and what employees can do if they experience or witness behaviour that does not meet those standards. 

Discrimination, harassment, sexual harassment and bullying are serious matters and will be addressed. Bullying includes unwanted behaviour that humiliates, intimidates or undermines someone, whether it happens at work or outside work and affects working relationships. 

2.0 SCOPE 

This policy applies to all employees of Acorn Recruitment Ltd / T/A Acorn by Synergie. 

3.0 RESPONSIBILITIES  

3.1 HR will help employees understand this policy and the support and process available. 

3.2 Everyone has a part to play in creating a workplace where people feel respected, included and able to speak up. 

4.0 PRINCIPLES  

We want a culture where people treat each other with kindness, fairness and respect, and where concerns are taken seriously. Behaviour is unacceptable if it: 

• is unwanted, unreasonable or offensive
• is used to influence an employment decision unfairly
• creates an intimidating, hostile or inappropriate working environment 

When we assess behaviour, the impact on the person affected matters most, not the intention behind it. 

Employer Responsibilities

The Company is committed to providing a working environment where everyone is treated with dignity and respect and where bullying, harassment and discrimination are not tolerated. 

To support this commitment, the Company will: 

• promote a culture of respect, inclusion and professionalism;
• communicate the standards of behaviour expected of employees and third parties;
• provide appropriate training, guidance and support to employees and managers;
• take reasonable steps to prevent bullying, harassment, sexual harassment and third-party harassment;
• assess and review workplace risks and take proportionate action to reduce identified risks;
• provide clear mechanisms for raising concerns and reporting inappropriate behaviour;
• treat complaints seriously and investigate concerns fairly, promptly and as confidentially as possible;
• support individuals who raise concerns or participate in investigations;
• take appropriate action where unacceptable behaviour is found to have occurred;
• regularly review policies, procedures and working practices to ensure they remain effective. 

Employee Responsibilities

Employees are expected to: 

• treat colleagues, customers, clients, candidates, suppliers, contractors and other third parties with dignity and respect;
• help maintain a workplace free from harassment, bullying and inappropriate behaviour;
• report inappropriate behaviour and, where they feel safe and comfortable doing so, challenge it appropriately;
• co-operate with any investigation into concerns raised under this policy;
• complete any training required by the Company relating to dignity at work, harassment and workplace conduct. 

Third Party Harassment  

The Company is committed to protecting employees from harassment, bullying and inappropriate behaviour by third parties encountered through work. Third parties may include customers, clients, candidates, suppliers, contractors, visitors and members of the public. 

Reports of third-party harassment will be taken seriously and investigated appropriately. Where necessary, the Company will take reasonable steps to protect employees, which may include issuing warnings, restricting contact, removing individuals from Company premises, escalating concerns to a client or supplier, or ending a business relationship where appropriate. 

5.0 LEGAL & ETHICAL FRAMEWORK 

This policy supports the Company’s duty under the Equality Act 2010 to provide a workplace free from harassment and bullying. 

6.0 RELATED DOCUMENTS

100-0002 – Disciplinary Policy and Procedure 
100-0013 – Equality & Diversity Procedure 
100-0046 – Sexual Harassment Policy  

 
7.0 PROCEDURE 

Managers should help create a respectful environment, step in early where possible, and respond supportively when concerns are raised. 

Manager’s responsibilities are to: 

• make sure staff know where to get help and how to raise a concern
• listen carefully, respond sensitively, and keep matters as confidential as possible
• set a good example and address unacceptable behaviour promptly
• take appropriate action where they observe, receive a report of, or otherwise become aware of behaviour that may amount to bullying, harassment, sexual harassment or third-party harassment, even where no formal complaint has been made. 

7.1 Prevention of Harassment 

The Company will take reasonable steps to prevent harassment. Preventative measures will be informed by the risks present within the organisation and may include risk assessments, training, communication of expected standards, appropriate reporting arrangements and measures to manage identified risks. These measures will be reviewed periodically and following relevant incidents or changes in working arrangements. The Company will assess and review risks relating to harassment, sexual harassment and third-party harassment and take proportionate action to reduce identified risks. 

7.2 How to deal with harassment concerns 

Employees should report any harassment, bullying or inappropriate behaviour experienced or witnessed, including where the behaviour comes from a customer, client, candidate, supplier, contractor, visitor or member of the public. 

7.2.1 Informal Process 

If the issue is less serious or has not happened before, the employee may choose to try to resolve it 
informally, with support if needed. This could include: 

• telling the person the behaviour is unwelcome and must stop
• asking a colleague, trade union representative, team leader or manager to support them
• asking someone to raise the issue on their behalf if speaking directly feels too difficult 

A brief note may be kept if informal steps are taken, in case further support or formal action is needed later. If the concern is serious, it can go straight to the formal stage. Employees can ask for support from a colleague, trade union representative, team leader or manager at any stage. 

7.2.2 Formal Process 

The formal process can be used if the concern is serious, if the employee would prefer formal action, or if informal steps have not helped. It should be raised through the formal complaints procedure as follows: 

• Complaints should be raised as soon as possible so they can be looked into quickly and must be made in writing. This can be to the HR team, a senior manager or via the company’s Harassment Report Form.
• A manager who is not involved in the concern will lead the process with support from HR, who will acknowledge the complaint, and arrange an initial meeting within a reasonable time.  
• If an employee feels unable to speak to their manager, they can contact HR for support and advice on the best way to raise the concern. The process will be handled fairly and as confidentially as possible.
• At the first meeting, the manager will confirm the nature of the complaint, explain the next steps, and make sure the employee knows they can be accompanied by a trade union representative, work colleague or designated adviser at formal meetings.
• Where appropriate, the manager will consider steps to reduce contact between the people involved while the matter is investigated. In serious cases, suspension on full pay may be considered in line with Company procedure.
• The person the complaint is about will be told the nature of the complaint, the procedure being followed, and the next steps.  
• As part of the investigation, the manager and HR may meet separately with the employee raising the concern, the person complained about, and anyone else who may have relevant information. Meetings are held privately, notes will be kept, and information will be treated confidentially as far as possible.
• Further meetings or checks of relevant records may be needed to establish the facts. If there is any delay, both parties will be kept informed.
• After considering all the information, the manager will decide what action is appropriate and record the outcome. This may include disciplinary action, training, counselling, mediation, another management action, or no further action.

Where a complaint has been formally raised under this policy, the grievance procedure will apply to the outcome and the employee will be told about any right of appeal. Managers who do not act on known harassment or bullying concerns may themselves be subject to disciplinary action. 

Where a concern relates to a third party, the Company will adapt the process as appropriate and consider proportionate action to protect the employee and address the third party’s behaviour. 

Employees who raise concerns in good faith or participate in an investigation will be supported and will not be subjected to victimisation. 
 
 
8.0 Definition of Terms 

Bullying	Unwanted behaviour that is offensive, intimidating, malicious, or insulting. It involves an abuse or misuse of power that undermines, humiliates, or causes physical or emotional harm to the recipient.
Harassment	Unwanted behaviour linked to a protected characteristic that violates  someone’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment.
Third Party Harassment	Unwanted conduct by someone who does not work for the Company, such  as a customer, client, candidate, supplier, contractor, visitor or member of  the public, which violates an employee’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment.
Sexual Harassment	Unwanted conduct of a sexual nature which has the purpose or effect of  violating someone's dignity or creating an intimidating, hostile, degrading,  humiliating or offensive environment
Protected Characteristic	Age: Being a particular age or a range of ages.   • Disability: Having a physical or mental impairment that has a substantial and long-term negative effect on your ability to do normal daily  activities.   • Gender reassignment: Being proposed for, undergoing, or having  undergone a process to reassign your sex.   • Marriage and civil partnership: Being married or in a civil partnership  (this applies primarily in employment).   • Pregnancy and maternity: Being pregnant or within 26 weeks of giving birth (including breastfeeding and maternity leave).   • Race: Refers to colour, nationality, ethnic or national origins.   • Religion or belief: Any religion, or a philosophical belief that is genuinely held, significant, and not just an opinion. Non-belief is also protected.  • Sex: Being a man or a woman.  • Sexual orientation: Whether a person is attracted to their own sex, the opposite sex, or both sexes.
Forms of behaviour that can constitute harassment:	• physical behaviour, from unwanted touching to assault  • spoken or written comments, jokes, insults, threats, gossip or offensive  messages  • offensive signs, images, gestures or displayed material  • excluding someone or refusing to work with them  • pressuring someone into personal, sexual, political or religious activity
Victimisation	Treating someone unfavourably because they have raised a complaint,  supported another person in making a complaint, or participated in an  investigation relating to discrimination or harassment.

  
 9th October 2026