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Anti-Harassment Policy Template
An anti-harassment policy template defining prohibited conduct, reporting, investigation, and non-retaliation so your workplace stays safe, respectful, and compliant.
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What you get
- Adoptable anti-harassment prose with purpose, scope, and definitions
- Clear examples of prohibited conduct including sexual harassment
- A confidential reporting and investigation procedure
- A non-retaliation commitment and fields for company details
Template preview
A preview of the structure. Download the PDF or CSV for the complete, ready-to-use version.
Policy details
- Company name
- Effective date
- Reporting channels— e.g. HR, hotline, any manager
1. Purpose & commitment
[Company name] is committed to a workplace free from harassment, discrimination, and bullying. This policy defines prohibited conduct, explains how to report it, and describes how reports are investigated. Harassment of any kind is taken seriously and will not be tolerated, regardless of the seniority of those involved.
2. Scope
This policy applies to all employees, contractors, interns, and visitors, and covers conduct in the workplace, at work-related events, during business travel, and through any digital channel. It protects against harassment based on protected characteristics including [race, color, religion, sex, gender identity, sexual orientation, age, disability, national origin, and any other characteristic protected by law].
3. What counts as harassment
Harassment is unwelcome conduct that creates an intimidating, hostile, or offensive environment, or that affects a person's employment. It includes sexual harassment, such as unwelcome advances, requests for favors, and verbal or physical conduct of a sexual nature, as well as harassment based on any protected characteristic.
4. Examples of prohibited conduct
- Unwelcome sexual advances, comments, or physical contact
- Slurs, jokes, or insults targeting a protected characteristic
- Displaying or sharing offensive images or messages
- Bullying, intimidation, threats, or repeated demeaning behavior
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How to use this template
- 1
Define prohibited conduct
Confirm the protected characteristics and examples reflect your jurisdiction's laws and your standards.
- 2
Set the reporting path
Name multiple reporting channels so employees are never forced to report to the person involved.
- 3
Train and acknowledge
Deliver mandatory training where required, publish the policy, and collect signed acknowledgement.
Frequently asked questions
Why offer multiple reporting channels?
If the only path is reporting to a direct manager, employees can't speak up when that manager is the problem. Offering HR, any manager, and a confidential hotline removes that barrier and strengthens trust in the process.
Is anti-harassment training mandatory?
In several jurisdictions it is legally required, often on a recurring schedule and for managers in particular. Even where it isn't, training is a key defense and improves outcomes. Check your local requirements.
How do we protect confidentiality during an investigation?
Share information strictly on a need-to-know basis, store records securely, and remind participants that the matter is confidential. Full secrecy isn't always possible, but minimizing disclosure protects everyone involved.