Sexual Harassment Policy Template

A clear, enforceable Sexual Harassment Policy empowers employees to speak up when boundaries are crossed and ensures leaders respond quickly and appropriately. It also signals to everyone — from interns to executives — that your company has zero tolerance for sexual harassment in any form.

Whether your team is remote, hybrid, or office-based, this policy should apply equally across workspaces and communication platforms. From Slack messages to team offsites, workplace respect is non-negotiable.

What a Sexual Harassment Policy Should Include

To be comprehensive, a Sexual Harassment Policy should:

• Define sexual harassment clearly — including examples of verbal, nonverbal, physical, and digital behaviors.
• State zero-tolerance stance — and the organization’s commitment to a safe, respectful workplace.
• Explain who the policy applies to — employees, contractors, interns, vendors, and third parties.
• Outline reporting channels — including anonymous options and protections against retaliation.
• Describe investigation procedures — how reports are handled, timelines, and confidentiality commitments.
• Clarify consequences — including disciplinary actions up to and including termination.
• Reinforce training and prevention efforts — including when and how employees are trained on this policy.
• Comply with legal obligations — aligning with federal, state, and local anti-harassment laws and employer responsibilities.

Purpose of a Sexual Harassment Policy

The purpose of a Sexual Harassment Policy is to establish a workplace culture where everyone feels respected and safe. It protects employees from unwanted or inappropriate behavior, gives them the tools to report it, and ensures leaders are equipped to respond effectively and fairly.

This policy is also a legal safeguard. Organizations that fail to prevent or address harassment can face serious legal and reputational consequences. Having a documented, well-communicated policy — and enforcing it — reduces that risk.

More than that, it’s a reflection of company values. A strong policy sends a message: We care about our people, and we take misconduct seriously.

Sexual Harassment Policy Template

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1. Purpose

[Company Name] is committed to maintaining a workplace free from sexual harassment, where every employee feels respected, safe, and supported. This policy outlines our expectations for behavior, how to report concerns, and how we respond to violations. Sexual harassment of any kind will not be tolerated and may result in disciplinary action up to and including termination.

2. Scope

This policy applies to all employees, including full-time, part-time, temporary, and contract staff, as well as interns, volunteers, vendors, and third parties. It applies in the workplace, at work-sponsored events, during business travel, and on any company-sponsored communication platform (e.g., email, Slack, Zoom).

3. Definition of Sexual Harassment

Sexual harassment includes any unwelcome sexual advance, request for sexual favors, or other verbal, nonverbal, or physical conduct of a sexual nature when:

• Submission to such conduct is made explicitly or implicitly a term or condition of employment.
• Submission to or rejection of such conduct is used as the basis for employment decisions.
• The conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive work environment.

Examples of sexual harassment include (but are not limited to):

Verbal:

• Sexual comments, jokes, or innuendo
• Remarks about someone’s body or appearance
• Repeatedly asking someone on a date after being turned down

Nonverbal:

• Staring, leering, or making suggestive gestures
• Displaying sexual images or content
• Sending inappropriate emails, texts, or messages

Physical:

• Unwanted touching or hugging
• Brushing against someone’s body unnecessarily
• Blocking someone’s path or invading personal space

Digital/Remote:

• Sharing explicit images or links over work channels
• Making inappropriate comments during virtual meetings
• Using emojis or gifs with sexual connotations to target individuals

This policy applies regardless of the harasser’s gender or the gender of the person being harassed.

4. Reporting Sexual Harassment

Employees who experience or witness sexual harassment are strongly encouraged to report it promptly.

Reporting channels include:

• Speaking with your direct manager
• Contacting the People team or HR directly
• Emailing [dedicated HR/ethics inbox]
• Submitting an anonymous report via [anonymous reporting tool or hotline, if available]

Reports will be taken seriously, handled with discretion, and investigated promptly.

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5. Investigation Process

Once a report is received:

1. HR will conduct a prompt, thorough, and impartial investigation.
2. The individual accused will be informed of the complaint and given an opportunity to respond.
3. Witnesses may be interviewed, and relevant documentation may be reviewed.
4. Findings will be documented and shared with the appropriate decision-makers.

Confidentiality:
We will maintain confidentiality to the fullest extent possible — only those who need to know will be involved.

Timelines:
Investigations are typically concluded within 30 days, though complex cases may take longer.

6. Protection Against Retaliation

Retaliation against anyone who reports sexual harassment, participates in an investigation, or supports a colleague who reports misconduct is strictly prohibited.

Examples of retaliation include:

• Demotion or denial of promotion
• Exclusion from meetings or opportunities
• Hostile treatment or intimidation

Any retaliatory actions should be reported immediately and will be investigated as a separate policy violation.

7. Disciplinary Action

If an investigation confirms that a violation of this policy occurred, [Company Name] will take appropriate disciplinary action, which may include:

• Mandatory training or counseling
• Written warning
• Suspension
• Termination of employment

The severity of the action will depend on the nature and frequency of the misconduct.

8. Training and Prevention

To foster a respectful workplace culture, we provide regular training on:

• Recognizing sexual harassment
• How to report concerns
• The responsibilities of managers and bystanders

All employees must complete training during onboarding and at regular intervals thereafter.

Managers receive additional training to help them handle complaints, support affected employees, and maintain a harassment-free team environment.

Frequently Asked Questions

What should I do if I’m not sure something counts as sexual harassment?
If a comment or behavior makes you uncomfortable, it’s okay to speak up — whether directly, to HR, or anonymously. You don’t need to label something as harassment to report it.

Can I report something I saw happen to someone else?
Yes. We encourage bystanders and allies to report misconduct. You don’t have to be the target of harassment to speak up.

What if the person harassing me isn’t an employee — like a client or vendor?
This policy still applies. [Company Name] is committed to protecting employees from all forms of harassment, including from external partners. Please report the incident right away.

Will I be told the outcome of an investigation?
The person who reported the issue and the person accused will be informed of the outcome — including whether a policy violation was found and what general actions were taken. Specific disciplinary measures may remain confidential due to privacy.

What happens if someone makes a false report?
Reports made in good faith — even if the behavior isn’t ultimately deemed harassment — will never be punished. However, knowingly making false accusations may result in disciplinary action.

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