Sexual Harassment Policy

Allen Associates has a zero-tolerance approach to sexual harassment.

Allen Associates is committed to ensuring that reasonable steps are taken to prevent sexual harassment to all Temporary Workers. This policy will be reviewed and updated from time to time to ensure Allen Associates’ compliance with its duties under the Equality Act 2010 as amended by the Worker Protection (Amendment of Equality Act 2010) Act 2023 and the Employment Rights Act 2025 to ensure that all reasonable steps are taken to prevent sexual harassment.

Harassment

Under the Act, harassment is defined as unwanted conduct that relates to a protected characteristic which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual, including conduct of a sexual nature.

Sexual Harassment

In accordance with the Equality Act 2010, Allen Associates is committed to providing a work environment free from unlawful sexual harassment.

1.1 Sexual harassment is unwanted behaviour of a sexual nature which has the purpose or the effect of:

1.1.1 violating the victim’s dignity; or
1.1.2 creating an environment that is intimidating, hostile, degrading, humiliating or offensive to the victim.

1.2 An individual of any gender may be the victim of sexual harassment.

1.3 Whilst not an exhaustive list, forms of sexual harassment can include:

1.3.1 Slurs or unwanted sexual advances;
1.3.2 Visual conduct such as derogatory or sexually oriented posters;
1.3.3 Physical conduct such as assault, unwanted touching, or any interference because of sex, race, or any other protected characteristic basis;
1.3.4 Threats and demands to submit sexual requests as a condition of continued employment or to avoid some other loss, and offers of employment benefits in return for sexual favours;
1.3.5 Sexual comments or jokes;
1.3.6 Unwelcome touching, hugging, massaging, or kissing.

1.4 If an individual believes that they have been sexually harassed by a colleague or third party not employed by Allen Associates they have come into contact within the course of their work, they should make an immediate report to Eleanor Bromage followed by a written complaint as soon as possible after the incident. The details of the complaint should include:

1.4.1 Details of the incident
1.4.2 Name(s) of the individual(s) involved.
1.4.3 Name(s) of any witness(es)

1.5 Allen Associates will take all reasonable steps to safeguard temporary agency workers it supplies from harassment.

1.6 Allen Associates will strive to ensure that hirers have a sexual harassment policies in place, and temporary agency workers are made aware of them.

1.7 Allen Associates will carry out due diligence checks/risk assessments on hirers who we engage in the supply of temporary agency workers to ensure that they are taking reasonable steps to carry out their duties as employers under the Equality 2010.

2. Temporary Workers who Allen Associates find to be responsible for sexual harassment will be subject to disciplinary procedures and the sanction may include termination.

3. Temporary agency workers who Allen Associates finds to be responsible for sexual harassment will be subject to the complaints procedure even where such sexual harassment involves individuals who are not engaged by Allen Associates.

Complaints and monitoring process

Allen Associates has procedures for monitoring compliance with this policy and for dealing with complaints of sexual harassment in place. These are available from Allen Associates and will be made available immediately upon request.  Any discrimination complaint will be investigated fully.