One of my employees has alleged that their line manager is sexually harassing them. How should employers approach this issue?Posted in : First Tuesday Q&A NI on 2 May 2017
Whilst it would be important to seek specific legal advice in respect of this matter, there are a number of general principles which should be considered. The first priority is to establish the facts, regardless of whether you have a harassment policy. You should appoint a suitable person, who is not connected with the allegation and is of sufficient seniority, to conduct a thorough investigation. In all cases, the employer should consider whether the employee and the alleged harasser need to be separated, or the harasser suspended pending formal disciplinary action. An employee should not be moved without their consent.
It is important to note at this stage and throughout that it is the
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Back to Q&A's This article is correct at 02/05/2017
The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.