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A Sexual Harassment Policy outlines how an organization prevents and handles unwanted sexual conduct in the workplace. Under Irish Employment Equality Acts, it sets clear rules about behavior that creates an intimidating or hostile environment, from inappropriate touching to offensive comments or unwelcome sexual advances.

The policy explains reporting procedures, protection for people who report incidents, and consequences for those who violate the rules. It must follow guidelines from the Irish Human Rights and Equality Commission and the Workplace Relations Commission, helping create safe workplaces where everyone can do their job without fear or discomfort.

Use a Sexual Harassment Policy from the moment you start hiring employees in Ireland. It's essential during onboarding to set clear expectations and show your commitment to a safe workplace. The policy becomes particularly important when handling complaints, conducting investigations, or training staff about appropriate workplace behavior.

Every Irish employer needs this policy ready before issues arise - it protects both the organization and employees under Employment Equality Acts. Update it when workplace culture changes, after any incidents, or when new guidance comes from the Workplace Relations Commission. Having it in place helps prevent problems and guides everyone when difficult situations occur.

• Basic stand-alone policies focus on legal definitions, reporting procedures, and core protections under Irish Employment Equality Acts.
• Comprehensive workplace policies integrate sexual harassment rules with broader dignity and respect guidelines, including social media and remote work scenarios.
• Industry-specific versions add rules for high-contact sectors like hospitality or healthcare, addressing unique risks and situations.
• Multi-site policies include location-specific procedures while maintaining consistent company-wide standards.
• Third-party interaction policies cover harassment involving customers, contractors, or business partners.

• Employers and Business Owners: Responsible for creating and implementing Sexual Harassment Policies that comply with Irish law
• HR Managers: Handle day-to-day policy administration, training, and complaint procedures
• Legal Teams: Draft and review policies to ensure compliance with Employment Equality Acts
• Line Managers: Enforce policy guidelines and report violations through proper channels
• All Employees: Must understand, follow, and report breaches of the policy
• Workplace Relations Commission: Provides guidance and handles escalated complaints

• Company Structure: Note your organization's size, industry, and workplace setup (office, remote, hybrid)
• Reporting Chain: Map out clear lines for reporting incidents and handling investigations
• Legal Requirements: Review current Employment Equality Acts and WRC guidelines
• Risk Assessment: Identify industry-specific harassment risks and prevention needs
• Training Plan: Outline how staff will learn about and understand the policy
• Documentation System: Set up secure methods to record and track complaints
• Review Process: Plan regular policy updates and effectiveness checks

• Legal Definition: Clear explanation of sexual harassment under Irish Employment Equality Acts
• Scope Statement: Who's covered and where the policy applies, including remote work
• Prohibited Behaviors: Specific examples of unacceptable conduct
• Reporting Procedures: Step-by-step process for filing complaints safely
• Investigation Protocol: How complaints will be handled and timeframes
• Anti-Retaliation Clause: Protection for those who report incidents
• Disciplinary Measures: Consequences for policy violations
• Confidentiality Rules: How sensitive information will be protected

While a Sexual Harassment Policy and a Bullying and Harassment Policy may seem similar, they serve distinct purposes in Irish workplaces. Here are the key differences:

• Scope of Coverage: Sexual harassment policies focus specifically on unwanted conduct of a sexual nature, while bullying and harassment policies cover a broader range of inappropriate behaviors including intimidation, exclusion, and workplace bullying
• Legal Framework: Sexual harassment policies align primarily with Employment Equality Acts' provisions on gender-based discrimination, while bullying policies often reference the Safety, Health and Welfare at Work Act
• Investigation Procedures: Sexual harassment cases require specific confidentiality protocols and often involve gender-sensitive handling, whereas general bullying investigations follow different protocols
• Training Requirements: Sexual harassment prevention training needs distinct approaches and content compared to general anti-bullying training