Bullying and Harassment

This policy outlines the standards of behaviour expected from everyone associated with the company and provides a framework for addressing conduct that falls short of these expectations. 

Scope and responsibility 

The policy applies to all permanent and fixed-term employees, but TQUK extends these behavioural expectations to contractors, suppliers, customers, and third parties. Notably, the policy also covers conduct outside of working hours if it impacts professional relationships. 

The People Services Team maintains the policy, while the Head of People Services ensures legal and ethical compliance. However, maintaining a safe environment is a shared responsibility: 

• The Organisation: Protects employee wellbeing and investigates complaints promptly. 
• Managers: Must lead by example, support those who raise concerns, and take action when witnessing offensive behaviour. 
• Colleagues: Must treat others professionally and have a duty to speak out against unacceptable conduct. 

Key definitions 

TQUK adopts the definitions set out in the Equality Act 2010: 

• Bullying: Offensive or malicious behaviour intended to undermine an individual.
• Harassment: Unwanted conduct related to protected characteristics (e.g., age, disability, race, sex) that violates dignity. 
• Discrimination: Treating someone less favourably due to a protected characteristic, whether directly or through indirect practices. 
• Victimisation: Unfair treatment of someone because they raised or supported a complaint. 

Reporting and procedures 

Individuals can raise complaints through informal or formal routes. TQUK encourages open reporting to allow for personal support and thorough resolution, but an anonymous reporting option is available via a Harassment Complaint Form. 

All complaints are handled sensitively and confidentially. If a complaint is upheld, it may result in disciplinary action, including termination for gross misconduct. For third parties (like customers or suppliers), TQUK may terminate the professional relationship or involve the police if necessary. 

Sexual harassment and prevention 

TQUK maintains a zero-tolerance approach to sexual harassment and has a legal duty to take proactive, preventative steps. This includes: 

• conducting risk assessments
• mandatory annual e-learning for all staff
• specialised training for managers on handling sensitive situations. 

Confidentiality and appeals 

Investigation details are shared only on a "need to know" basis. Employees can appeal disciplinary sanctions through the Disciplinary Procedure, while complainants can appeal inquiry outcomes through the Grievance Policy. 

Malicious complaints and support 

To protect the integrity of the process, TQUK warns that knowingly raising false or malicious allegations may result in disciplinary action. 

For those affected by workplace issues, TQUK provides various support avenues, including an Employee Assistance Programme (EAP), Mental Health First Aiders, and links to external organisations like Victim Support and the Equality Advisory and Support Service.