1: Introduction

1.1 Policy Overview
United Civils Limited is committed to ensuring that all employees, contractors, and site personnel are treated with dignity and respect. This Policy sets out our zero-tolerance approach to sexual harassment, bullying, and any form of inappropriate behaviour in the workplace or on construction sites.

1.2 Statement of Commitment
All individuals have the right to work in an environment free from intimidation, hostility, humiliation, and unwanted conduct. United Civils Limited will take all complaints seriously and deal with them promptly, confidentially, and fairly.

2: Purpose

2.1 Objectives of the Policy
This Policy aims to:

2.1.1 Prevent sexual harassment and bullying in any form across the company.
2.1.2 Ensure all staff and contractors know how to recognise and report unacceptable behaviour.
2.1.3 Foster a culture of respect and accountability.
2.1.4 Comply with legal obligations under the Equality Act 2010 and HSE requirements for a safe working environment.

3: Scope

3.1 Applicability
This Policy applies to all employees, subcontractors, site workers, suppliers, agency staff, and any third parties working with or on behalf of United Civils Limited.

3.2 Situations Covered
The Policy covers behaviour that occurs:

• At work or on-site.

• During work-related travel or activities.

• At training sessions, meetings, or company events.

• Online or in written communication related to work.

4: Definitions

4.1 Sexual Harassment

4.1.1 Sexual harassment is any unwanted behaviour of a sexual nature that makes someone feel offended, humiliated, or intimidated. It can include (but is not limited to):

• Inappropriate comments or jokes of a sexual nature.

• Unwelcome touching, gestures, or physical advances.

• Display of sexual images or materials.

• Repeated requests for dates or sexual favours.

• Sending suggestive messages via phone or email.

4.2 Bullying

4.2.1 Bullying is repeated behaviour that is offensive, intimidating, malicious, or insulting, which undermines or humiliates someone. Examples include:

• Verbal abuse or shouting.

• Spreading rumours or malicious gossip.

• Deliberate exclusion from work activities.

• Unfair criticism or public humiliation.

5: Responsibilities

5.1 Managing Director – Scott Bland

5.1.1 Responsible for setting a zero-tolerance tone and ensuring this Policy is enforced at all levels.
5.1.2 Supports investigation outcomes and ensures fair action is taken where necessary.

5.2 HSEQ Consultants – SEHSS Limited

5.2.1 Point of contact for reporting concerns and managing investigations.
5.2.2 Provides awareness briefings and advises on preventative measures.

5.3 Supervisors and Line Managers

5.3.1 Must challenge inappropriate behaviour on-site or in the workplace.
5.3.2 Are responsible for creating a safe and respectful working environment.

5.4 All Employees and Contractors

5.4.1 Must not engage in harassment, bullying, or other inappropriate conduct.
5.4.2 Are responsible for reporting any incidents they witness or experience.

6: Reporting Procedure

6.1 Reporting Options

6.1.1 Reports can be made verbally or in writing to a supervisor, Scott Bland.
6.1.2 Reports will be treated confidentially and only shared with those involved in resolving the issue.

6.2 Handling Reports

6.2.1 All complaints will be taken seriously and investigated promptly, fairly, and without retaliation.
6.2.2 Investigations will involve interviews with the complainant, alleged offender, and witnesses (if any).
6.2.3 Both parties will be kept informed of progress and outcomes.

7: Support and Protection

7.1 Support for Complainants

7.1.1 United Civils Limited will provide support to anyone making a complaint, including access to a trusted point of contact and time away from site if necessary.
7.1.2 Alternative working arrangements may be made during an investigation.

7.2 Protection from Retaliation

7.2.1 No employee or subcontractor will be penalised for raising a genuine concern in good faith.
7.2.2 Any retaliation will be treated as a separate disciplinary offence.

8: Disciplinary Consequences

8.1 Disciplinary Actions

8.1.1 Breaches of this Policy may result in:

• Verbal or written warnings.

• Suspension from duties or site.

• Termination of employment or subcontractor contracts.

• Referral to police or regulatory bodies for serious offences.

8.2 Case-by-Case Approach

8.2.1 Each case will be assessed on its facts, with consideration of severity, intent, and past conduct.

9: Training and Awareness

9.1 Site inductions will include briefing on respectful conduct and the prohibition of harassment.
9.2 Toolbox talks and posters will remind staff of behavioural expectations.
9.3 Supervisors will receive support in identifying and dealing with potential issues early.

10: Policy Review

10.1 This Policy will be reviewed annually or after any serious incident, legal change, or recommendation.
10.2 The review will be led by SEHSS Limited and approved by Scott Bland.
10.3 Any updates will be circulated to staff, subcontractors, and relevant stakeholders.

11: Legal and Regulatory Framework

11.1 This Policy aligns with the Equality Act 2010, Health and Safety at Work etc. Act 1974, and applicable HSE and ACAS guidance.
11.2 United Civils Limited remains committed to fostering a respectful, safe, and legally compliant working environment for all.