Dignity At Work Policy

This policy and the accompanying procedures may be updated periodically to reflect any changes in statutory laws. All employees should ensure they thoroughly read and understand this policy.


We are dedicated to creating a workplace where all staff members feel comfortable and are free from any form of bullying and harassment. We enforce a zero-tolerance policy and will not accept any form of bullying or harassment. Any employee found guilty of bullying or harassing another employee, including consultants, contractors, and agency workers, may face disciplinary action, which can include immediate dismissal.

If we suspect that an employee may have been involved in bullying or harassing another employee, irrespective of a formal complaint, an investigation will be initiated into the alleged misconduct. We encourage all employees to report any incidents of bullying or harassment that they experience or witness. This allows Astral Roofing and Building Ltd to investigate and address the issue.

We take all such complaints seriously. Any employee making a genuine complaint of bullying or harassment will be protected and will not be subjected to any form of retaliation or victimisation. Every employee has a duty to refrain from acting in a manner that could be offensive to others and to prevent others from doing so.

We treat bullying and harassment complaints with utmost sensitivity and confidentiality, disclosing information on a need-to-know basis. For instance, the complainant’s identity and allegation details will be revealed to the accused for them to respond to the allegations.

Potential witnesses may also receive some details, but the importance of confidentiality will be stressed. If the complaint is validated and the harasser continues to work at Astral Roofing and Building Ltd, some managers may receive information as necessary to prevent further harassment by that individual.

It is our collective responsibility to provide an atmosphere at work free from harassment and bullying. You may contribute by:

  • Being aware of how your behaviour may impact others and adjusting it if needed. Remember, your “joke” could still offend others;
  • Reporting harassment or bullying to your manager or Human Resources and assisting in the investigation of complaints;
  •  Refraining from prejudging or victimising the complainant or alleged harasser if a complaint of harassment or bullying is made;
  • Expressing your disapproval when you find someone’s behaviour unacceptable;
  • Treating your colleagues with dignity and respect;
  • Standing up against inappropriate jokes or comments;
  •  Intervening to halt harassment or bullying and providing support to victims;

Bullying and Harassment

Harassment, as defined by the Equality Act 2010, is unlawful. It is any unwanted behaviour related to protected characteristics such as age, sex, gender reassignment, race (including colour, nationality, and ethnic or national origins), disability, sexual orientation, religion or belief, pregnancy and maternity, marriage and civil partnership, and part-time or fixed term workers.

This includes any form of unwanted verbal, non-verbal, or physical conduct of a sexual nature. Bullying can be characterised as persistent behaviour that is offensive, abusive, intimidating, or malicious, which makes the recipient feel threatened, humiliated, or vulnerable.

What one person may find acceptable, another may find offensive. It’s the action and its impact on the recipient that constitutes harassment. The recipient has an obligation to inform their colleague that they find their behaviour unacceptable and explain why.

Examples of unacceptable behaviour covered by this policy include, but are not limited to:

  • Unwelcome physical contact or serious assault
  • Intrusive questions about a person’s sex life
  • Use of obscene gestures
  • Excluding someone from social activities
  • Offering rewards for accepting sexual advances such as promotion or training opportunities
  • Threats for rejecting sexual advances
  • Offensive comments about a person’s appearance
  • Unwelcome jokes or comments of a sexual or racial nature or about an individual’s age, disability, sexual orientation or religion
  • Exclusion of an individual due to their association with someone with a protected characteristic
  • Spreading malicious rumours or insulting someone
  • Making threats or comments about job security without justification
  • Ridiculing someone

Official Procedures

If the informal approach doesn’t yield results, or if the situation is too severe for an informal resolution, the employee can file a formal complaint following the grievance procedure of Astral Roofing and Building Ltd.

The individual has the option to raise the grievance with their Line Manager or directly with Human Resources. All complaints will be promptly investigated and, if necessary, disciplinary actions will be initiated against the alleged harasser.

The complainant has the right to be accompanied by a coworker or a trade union representative of their choice during any meeting related to their grievance. The employee will be updated on the progress and outcome of the investigation and any disciplinary proceedings.

If an employee feels that they or others are being harassed, victimised, bullied, or treated inappropriately, they are encouraged, if comfortable, to confront the person responsible. They should express that the behaviour is offensive, and unwelcome, and needs to cease immediately.

They may also express their readiness to file a formal complaint with their Line Manager or Human Resources if the behaviour persists. It is crucial to document the date(s) and the conversation details, as this could serve as evidence if the inappropriate behaviour continues and a formal complaint becomes necessary.

Contact Us

If you have any questions or concerns about our Dignity At Work Policy, reach out to Astral Roofing and Building Ltd at info@rooferssurreyltd.co.uk or contact us at 01 483 323465.