Workplace Harassment & Culture Compliance Self-Assessment

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1. Policies and Documentation
Do you have a written Anti-Harassment and Bullying Policy?
Is the policy easily accessible to all staff (for example, on the intranet or in the employee handbook)?
Does your policy define harassment in line with the Equality Act 2010?
Does your policy outline both formal and informal reporting routes?
Do you have a Grievance Procedure that aligns with the ACAS Code of Practice?
Do you have a Whistleblowing Policy compliant with the Public Interest Disclosure Act 1998?
Is there a documented Equality, Diversity and Inclusion (EDI) Policy?
Are your policies reviewed at least annually or after a serious incident?
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2. Training and Awareness
Do all employees receive regular training on harassment, discrimination and respectful workplace behaviour?
Do managers receive additional training on how to handle complaints and support inclusive teams?
Is all training recorded and tracked (for example, via logs or certificates)?
Are new starters trained as part of the induction process?
Is there training provided on unconscious bias or how to act as an active bystander?
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3. Procedures and Investigation
Is there a clear, confidential process for employees to report harassment or bullying?
Are complaints taken seriously and investigated promptly?
Are investigations conducted by someone who is trained and impartial?
Are records of complaints, investigations and outcomes securely stored?
Are outcomes communicated appropriately and with sensitivity to all involved?
Are protections against retaliation clearly explained and enforced?
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4. Culture and Prevention
Do managers and senior leaders model respectful and inclusive behaviour?
Is the workplace culture regularly assessed (for example, via anonymous staff surveys)?
Are staff suggestions or concerns about culture tracked and acted upon?
Are wellbeing resources or an Employee Assistance Programme (EAP) available to staff?
Are anti-harassment efforts embedded in the organisation’s values or performance indicators?
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5. Legal and Risk Management
Can the organisation demonstrate that it has taken “all reasonable steps” to prevent workplace harassment?
Is the leadership team aware of how to respond to Employment Tribunal claims?
Do you have appropriate employment practices liability insurance in place?
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Name* This field is required.
First Name
Last Name
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Email* This field is required.
example@example.com
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Phone Number
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Calculation
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Scoring Guide

24–27: Excellent – Highly compliant and proactive.
18–23: Good – Mostly compliant, with some areas for improvement.
12–17: At Risk – Significant gaps that could lead to legal or reputational issues.
Below 12: High Risk – Urgent action required to meet basic compliance standards.
Should be Empty: