What is a sexual harassment policy?
A sexual harassment policy is a workplace policy that defines what sexual harassment looks like, tells employees how to report it, and commits the company to investigating every report and protecting the people involved from retaliation.
When should your company use one?
Every company needs one, regardless of size. Sexual harassment protections are required under employment law in most jurisdictions, and a written policy gives employees a clear, safe way to report a concern instead of guessing who to talk to or staying silent out of fear the complaint will go nowhere.
Free sexual harassment policy template
Use the template below as your starting point. It defines what counts as harassment, how to report it, and how [Company Name] will respond, and it's ready to copy into your employee handbook.
Purpose
[Company Name] is committed to providing a work environment free of sexual harassment. This policy explains what sexual harassment looks like, how to report it, and what happens after a report is filed, so every employee knows their rights and their responsibilities.
Scope
This policy applies to all employees, managers, interns, and contractors, regardless of position or seniority. It covers conduct that happens on company premises, at work-related events, during business travel, and in digital communication such as email, chat, and social media used for work purposes.
Policy elements
Sexual harassment is unwanted behavior of a sexual nature that affects a person's dignity, or creates an intimidating, hostile, or offensive environment. It can involve a person of the same or different sex, and it can come from a manager, a coworker, a client, or a vendor.
What counts as sexual harassment
Sexual harassment generally falls into two categories:
- Quid pro quo: when submitting to or rejecting sexual advances is used, explicitly or implicitly, as a basis for employment decisions such as hiring, promotion, or continued employment.
- Hostile work environment: unwelcome conduct of a sexual nature that is severe or pervasive enough to interfere with a person's ability to do their job.
Examples include unwelcome sexual advances or requests for sexual favors, sexually suggestive comments or jokes, sharing sexual images or content, unwanted physical contact, and repeated unwanted invitations after being told no.
Reporting a concern
Employees who experience or witness sexual harassment are encouraged to report it as soon as possible, using whichever channel feels safest:
- Their direct manager
- Any other manager or member of leadership, per [Company Name]'s open door policy
- HR, at [HR email/contact]
- An anonymous reporting channel, if [Company Name] provides one
Reports are kept as confidential as possible, shared only with people who need to know in order to investigate and resolve the matter.
Investigation process
HR will begin a prompt, impartial investigation as soon as a report is received, typically within [X] business days. This may include interviewing the reporting employee, the accused, and any witnesses, and reviewing relevant documentation. Where appropriate, HR may put interim measures in place, such as adjusting reporting lines or schedules, while the investigation is ongoing.
Protection against retaliation
[Company Name] prohibits retaliation against anyone who reports sexual harassment in good faith or who participates in an investigation as a witness. Retaliation is treated as seriously as the original complaint and can lead to disciplinary action up to termination.
Disciplinary consequences
Confirmed violations of this policy result in disciplinary action proportionate to the severity of the conduct, ranging from a formal warning to immediate termination. Depending on the nature of the conduct, it may also carry legal consequences outside of [Company Name]'s internal process.
How to customize the template
Replace the bracketed placeholders with your company's details, reporting contacts, and internal timelines. Sexual harassment law varies by country and state, so have this template reviewed by an employment lawyer before you publish it in your employee handbook.
Legal and practical considerations
Sexual harassment law varies significantly by country and state, including how harassment is defined, mandatory training requirements, and reporting timelines, so this template is a starting point, not a substitute for legal review. Keep investigation records confidential and well documented, since they may matter later if a complaint escalates to a legal claim, and train managers specifically on how to receive a report, since they are often the first person an employee tells.
Rollout checklist
Once the template is customized, a few practical steps make sure it actually protects employees:
- Fill in [Company Name], reporting contacts, and any local legal requirements
- Have the policy reviewed by an employment lawyer in every jurisdiction you operate in
- Add it to your employee handbook and internal policy library
- Communicate the policy to all employees and require acknowledgment
- Train managers on how to receive and escalate a report
- Review the policy annually or after any complaint that reveals a gap
