1. Introduction

This Act sets out the responsibilities of East London Culture Schools in ensuring a safe, respectful, and supportive working environment for all employees. It addresses key areas including harassment, victimisation, legal obligations, preventative measures, and reporting.

​

2. Harassment & Victimisation

• Harassment refers to unwanted conduct that causes harm or distress to an employee based on characteristics such as race, gender, disability, sexual orientation, or religion.

• Victimisation occurs when an employee is treated unfairly for raising concerns or making complaints about harassment or discrimination.

​

3. Employer’s Legal Obligations

• Prevention of Harassment & Victimisation:

  • Employers must take all reasonable steps to prevent harassment and victimisation.

  • Clear policies must be put in place, including reporting systems and an anti-harassment policy.

  • Employees must be informed of their rights and the company’s zero-tolerance stance on harassment.

  • Training on recognizing and addressing harassment should be mandatory for all employees.

• Employment Tribunals & Court Guidance:

  • Employees who face harassment or victimisation can lodge complaints with employment tribunals or the court.

  • Clear guidelines from employment tribunals and courts must be followed, and the company must ensure that employees are aware of these rights.

​

4. Preventative Measures & Best Practices

• Steps Employers Should Take:

  • Clear Communication: Ensure that employees know the laws surrounding harassment and victimisation.

  • Anti-Harassment Policy: Develop a comprehensive policy addressing harassment and victimisation with clear reporting procedures.

  • Training: Provide regular, up-to-date training to staff on harassment, victimisation, and their rights under the law.

  • Support Systems: Implement support systems for those affected by harassment, such as counselling and legal advice.

  • Monitor & Review: Regularly monitor and review workplace policies, practices, and employee well-being to ensure a harassment-free environment.

​

5. Reporting Register

• Creation of a Reporting Register:

  • Employees are encouraged to report any harassment or victimisation through a formal reporting register.

  • This register will be confidential, with access limited to relevant personnel only.

  • All reports will be investigated promptly and impartially.

​

6. Employee Rights & Understanding of the Law

• Employees must be made aware of their legal rights related to harassment and victimisation.

• Regular workshops and resources should be made available to help employees understand the law and their employer’s duty to prevent harassment and victimisation.

​​

Employee Reporting Register Form

​