Anti-Harassment and Bullying Policy

This is the Anti-Harassment and Bullying policy of Celerity Limited (hereinafter referred to as ‘Celerity’ or the ‘company’). The company is committed to ensuring that all members of staff are treated with dignity and respect, regardless of whether they have a Protected Characteristic or not.

Protected Characteristics:

  • Age
  • Sex
  • Disability
  • Gender Reassignment
  • Marriage and Civil Partnership
  • Pregnancy and Maternity
  • Race
  • Religion or Belief
  • Sexual Orientation

Where an employee feels that they have been subjected to harassment and bullying, they should draw such matters to the attention of their line manager.

This policy covers harassment or bullying which occurs at work and out of the workplace, such as on business trips or work-related events or social functions. It covers bullying and harassment by staff and by third parties on/visiting the premises.

The company takes all allegations of bullying and harassment with utmost seriousness and where the allegations are proven to be true, the employee at fault will be subject to our disciplinary process.

Harassment and bullying is a misconduct offence, however where it is sufficiently serious, this will be categorised as gross misconduct which may lead to your dismissal. Each case will be considered on its own facts.



Harassment is any unwanted physical, verbal or non-verbal conduct which has the purpose or effect of violating a persons’ dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. This can also involve matters such as offensive jokes through to conduct of a sexual nature (i.e. unwanted sexual advances). Harassment need not be on grounds of a Protected Characteristic. As such, unwanted conduct directed at an individual because of their weight would also be caught by the policy.

Harassment also includes treating someone less favourably because they have submitted or refused to submit to such behaviour in the past.

A single incident can amount to harassment.

It does not matter if you did not intend to cause offence, although this may be relevant as to the severity of the matter. What matters is the effect it has on the recipient of the unwanted treatment.



Bullying is categorised as offensive, intimidating, malicious or insulting behaviour involving the misuse of power that can leave an employee feeling vulnerable, upset, humiliated, undermined or threatened.

Power does not necessarily mean being in a position of power. Power can include both persons of strength and persons with the power to coerce through fear and intimidation.


Making a Complaint

Initially, it may be possible for the issue to be raised informally with the person responsible for the unwanted behaviour. Sometimes that person maybe unaware that their behaviour is causing offence (i.e. rude jokes) and may genuinely be upset to learn they have caused offence. Where an employee feels able to do so, they should explain to the person that their behaviour is not welcomed as it makes them feel uncomfortable and ask them to avoid such behaviour in the future. Notes of any conversations should be made between the people involved.

If it is not possible to deal with the issue informally, employees can raise a formal complaint in writing with their line manager. The complaint should set out the full details of the unwanted conduct and include dates, times, locations, and the names of any witnesses to the unacceptable behaviour.

Celerity will treat all complaints made with the strictest confidentiality.


Investigation and Action

Celerity takes all complaints of bullying and harassment very seriously and will investigate complaints in a prompt and timely manner.

The company will undertake investigations into allegations, and all will be thorough, impartial and objective.



If a complainant is unhappy with the outcome of an investigation, they may appeal in writing to a director.

Appeals are dealt with following strict and documented procedures and within specific timeframes.

Appeals are treated with the strictest confidentiality.

Following the outcome of an appeal, details of the investigation including the names of the people involved, the nature of the allegation and the outcome of the investigation will remain confidential unless it is necessary to disclose.