This policy explains: 

• what sexual harassment and victimisation are; 

• where and when this Policy applies, including work-related social events and online spaces; 

• how employees can raise concerns or complaints; 

• how complaints will be handled fairly, promptly and confidentially; and 

• what disciplinary action may follow if this Policy is breached. 

This Policy applies to employees of screen businesses and covers behaviour in the workplace, during work-related social events, business travel, online communications and any situation connected to employment. 

This Policy should be read as both a statement of expectations and a practical guide for employees and managers on recognising, preventing and responding to unacceptable conduct. 

This Policy is for all screen businesses that employ staff, and applies to:  

• employees at all levels; 

• senior leaders, managers and supervisors;  

• trainees and interns who are employees.  

It is important that both employers and employees understand their rights, responsibilities and the standards of behaviour expected at work.  

This Policy doesn’t cover freelancers because it has been designed around employment law obligations and internal HR procedures that will apply only to employees. For guidance on freelancers and other non-employed workers, please refer to the Sexual Harassment General Policy. 

This Policy sits alongside our Dignity at Work Policy, which is designed to address a wider range of inappropriate behaviours at work, including bullying, harassment and discrimination. For smaller businesses, a Dignity at Work Policy may be sufficient on its own to set expectations and provide a clear framework for raising concerns.  

It also works alongside: 

• Acas Code on disciplinary and grievance procedures;  

• an employee code of conduct; 

• management procedures; 

• contracts of employment; and 

• relevant equality and employment legislation, including the Equality Act 2010. 

This Policy is not intended to:  

• act as a substitute for legal advice;  

• be used maliciously or in bad faith; or  

• exist simply to demonstrate compliance, without being properly implemented. 

Sexual harassment in unlawful and can be deeply harmful to employees’ wellbeing, and their personal and professional lives. Employers have a legal responsibility to take reasonable steps to prevent sexual harassment and respond appropriately when concerns are raised.  

Everyone covered by this Policy has a responsibility to uphold its principles and contribute to a respectful working environment.