Reporting, complaints, and investigation

When sexual harassment concerns arise they must be dealt with promptly, fairly, and seriously. Workplaces should provide clear reporting routes and a process that protects dignity, prevents retaliation, and gives people confidence that concerns will be investigated.

What every team member should know

Some lower-level issues may be resolved informally, for example where the person affected wants support to make clear the behaviour must stop. Informal resolution is not appropriate where the conduct is serious, repeated, coercive, linked to a power imbalance, or where the person affected does not feel safe addressing it directly.

• Informal action may sometimes help: but only when it is safe, appropriate, and the person affected chooses it.
• Formal reporting may be necessary: for repeated, serious, or intimidating behaviour.
• Choice matters, but safety matters too: the wishes of the person affected are important, yet employers may need to act if others are at risk.
• Patients and customers are not exempt: staff should not be expected to tolerate sexual harassment because someone is using the service.

A fair process is factual, respectful, and focused on resolving the concern. Its purpose is to protect staff and determine the appropriate next steps, not to avoid awkwardness or protect reputations.

If you are managing a complaint or investigation

Complaints about sexual harassment should be handled fairly and promptly. Know when informal handling is not enough, record and report properly, and do not avoid formal action just to keep things comfortable.