SCREENING
Bullying, Harassment and Victimisation Policy and Procedure
Last updated 19 October 2026
The assessment
New or existing service or policy?
Exisiting
Directorate/service area
Human Resources
Officer(s) responsible for:
- Service/policy/project: Cheralyn Chance, HR Business Partner
- Completing equality impact assessment: Cheralyn Chance, HR Business Partner
Date
19 October 2026
What is the purpose? What are the outcomes?
As part of the HR policy review programme, we have completed a review of the policy and updated it in line with Council procedure, NJC Green Book and the Employment Rights Act 2025 legislation updates, which have phased effect over 2026 and 2027.
Are there any statutory requirements? Who are the main customer groups/stakeholders?
Statutory requirements as per legislation, guidelines, JNC and NJC Green Book.
Who is intended to benefit from this service/policy? How will they benefit?
The benefit of this policy is to give clear guidelines to managers and staff on the procedure and expectations. It gives clear guidelines to all managers and staff on how complaints that are made would be managed and also provides details of support that is available to staff and managers.
What information are you using? What does the evidence show you?
In reviewing this policy, we have checked against the Employment Rights Act (specifically changes announced in 2025), NJC Green Book, and reviewed example policies from other Councils to ensure our policy sits in line with other approaches.
What impact does the service/policy/project have on the following equality strands?
Protected characteristics: definitions
Before the Equality Act 2010, 3 separate public sector equality duties covered race, disability, and gender. The Equality Act 2010 replaced these with a new single equality duty covering the following protected characteristics.
| Characteristic and definition | Impact and evidence |
|---|---|
|
1. Age |
Neutral: No specific measures or outcomes for this group |
|
2. Disability |
Neutral: No specific measures or outcomes for this group |
|
3. Gender Reassignment |
Neutral: No specific measures or outcomes for this group |
|
4. Marriage and Civil Partnership |
Neutral: No specific measures or outcomes for this group |
|
5. Pregnancy and Maternity |
Neutral: No specific measures or outcomes for this group |
|
6. Race |
Neutral: No specific measures or outcomes for this group |
|
7. Religion of belief |
Neutral: No specific measures or outcomes for this group |
|
8. Sex |
Neutral: No specific measures or outcomes for this group |
|
9. Sexual Orientation |
Neutral: No specific measures or outcomes for this group |
|
Other e.g. deprivation, health inequalities, urban/rural divide, community safety |
Neutral: No specific measures or outcomes for this group |
Review
Can any differential impact be justified? (for example, promoting equality of opportunity)
Not applicable
Does any adverse impact amount to unlawful discrimination?
Not applicable
What alternative actions could be taken to mitigate any adverse impact? (Add these to the action plan)
Not applicable
Consultation
Detail any specific consultation on this service/policy (if there is insufficient data, further consultation will need to be undertaken and included in the action plan)
Consulted with managers and CLT members and made comparisons with policies of other LG Councils.
Conclusion
Can the service/policy proceed?
Yes
How will the service/policy be monitored and reviewed? (please give a timescale)
To be reviewed in three years as per policy review schedule or earlier if there is a change in legislation or to the NJC Green Book
Is a full assessment required?
No
Signed: Cheralyn Chance, HR Business Partner
Date: 19 October 2026