Employee Passport / HR practice guides
Handling a harassment complaint fairly
Harassment complaint: Combine immediate support with impartial fact-finding and a clear complaint process.
Anonymised practice examples drawn from cases handled by our team.
Harassment complaint: practical approach
Make a usable reporting route clear, including an alternative where the concern involves the line manager. Explain the support and immediate-risk assessment available. Do not make direct confrontation a condition of receiving a serious complaint. Informal resolution may be unsuitable.
What to check and record
Separate accounts, examine relevant material and explain findings within the investigation’s remit. Assess temporary arrangements for their effect on both parties, rather than routinely placing the burden on the complainant. Consider continuing workplace support separately from deciding whether misconduct occurred.
Learning for managers
The lesson is to hold support and neutrality together. Taking an account seriously does not require prejudging it, and providing support to the person accused does not diminish the complaint.
Manager checklist
- Provide a usable reporting route
- Assess immediate risks and support
- Keep an open mind during fact-finding
- Explain next steps with controlled information sharing
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Further reading
General guidance for Great Britain. Use the relevant policy and advice for a live case.
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