1. Statement of zero tolerance
Unit Digital Ltd (hereinafter “the Organisation”) is firmly committed to providing a safe, respectful, and inclusive working environment for all employees, contractors, and individuals with whom it works. The Organisation operates a strict zero-tolerance policy towards all forms of harassment, including but not limited to sexual harassment, and will not tolerate such conduct under any circumstances.
This policy reflects the Organisation’s legal and ethical duty to take all reasonable steps to prevent harassment in the workplace and in all business interactions. Any breach of this policy will be treated with the utmost seriousness and may result in immediate contractual consequences.
2. Definition of harassment
For the purposes of this policy, harassment is defined as any unwanted conduct that has the purpose or effect of violating an individual’s dignity, or creating an intimidating, hostile, degrading, humiliating, or offensive environment for that individual.
Harassment may be related to any protected characteristic including age, disability, gender reassignment, race, religion or belief, sex, or sexual orientation. Sexual harassment specifically includes unwanted verbal, non-verbal, or physical conduct of a sexual nature.
Harassment may occur in person, in writing, electronically, or via any other form of communication.
3. Scope of this policy
This policy applies to all interactions between the Organisation’s staff and third parties, including suppliers and their employees, contractors, sub-contractors, or representatives; clients and their employees, contractors, sub-contractors, or representatives; and any other individual or organisation conducting business with the Organisation.
The policy applies in all contexts associated with the performance of a contract or business relationship with the Organisation, including on the Organisation’s premises, at client or supplier premises, at off-site locations, and during any work-related communications.
4. Third-party responsibilities
By entering into a contractual relationship with the Organisation, the contracting party (hereinafter “the Party”) agrees to uphold the same standards of respect and dignity as set out in this policy; ensure that their employees, contractors, agents, and representatives do not engage in any form of harassment when interacting with the Organisation’s staff or those connected to the Organisation; take prompt and appropriate action upon becoming aware of any alleged harassment by their personnel; and cooperate fully with any investigation conducted by the Organisation in connection with a reported incident.
The Party accepts that responsibility for the conduct of its representatives lies with the Party, and that the Organisation reserves the right to exclude named individuals from further contact with its staff.
5. Consequences of breach
Any breach of this policy by the Party, or by those acting on its behalf, will be treated as a material breach of contract. The Organisation reserves the right to take any or all of the following actions: immediate suspension of services or supply arrangements pending investigation; termination of the contract without notice or liability; exclusion of specific individuals from future contact with the Organisation and its staff; referral of the matter to relevant regulatory or legal authorities; and pursuit of any other remedies available at law or in equity.
The Organisation’s decision in respect of any breach will be final, subject to any contractual dispute resolution process agreed between the parties.
6. Acknowledgement and agreement
By signing this document (or executing the contract to which this policy is attached), the Party confirms that it has read and understood this zero-tolerance harassment policy in full; agrees to be bound by its terms and to ensure compliance by all relevant personnel; acknowledges its obligations under applicable law, including the Equality Act 2010; and accepts that failure to comply may result in termination of the contractual relationship.
7. Training and awareness
The Party is encouraged and, where the Organisation deems appropriate, required to provide regular training to all employees and representatives who interact with the Organisation, covering harassment prevention, recognition, and reporting; maintain accessible internal policies and procedures that align with the standards set out in this document; and ensure that all relevant personnel are made aware of this policy prior to commencing work with the Organisation.
The Organisation may request evidence of training completion and internal policy documentation as part of its supplier or client onboarding and review process.
8. Monitoring and compliance
The Organisation reserves the right to monitor compliance with this policy and may, at its reasonable discretion, request written confirmation of compliance at any time; ask the Party to provide copies of relevant training logs, internal policies, or records of complaints and their outcomes; and conduct reviews or audits of the Party’s compliance as a condition of continuing the contractual relationship.
The Party agrees to co-operate with any such monitoring activity and to provide requested information within a reasonable timeframe as specified by the Organisation.
9. Legal and regulatory compliance
This policy reflects the Organisation’s obligations under, and should be read alongside, the following legislation and guidance: the Equality Act 2010, which prohibits harassment related to protected characteristics; the Worker Protection (Amendment of Equality Act 2010) Act 2023, which imposes an enhanced preventative duty on employers to take reasonable steps to prevent sexual harassment; and any other applicable employment, health and safety, or data protection legislation in force from time to time.
Nothing in this policy limits the legal rights of any individual to bring a complaint through appropriate internal or external channels, including employment tribunals or civil courts.
10. Policy updates and communication
The Organisation reserves the right to update, amend, or replace this policy at any time in response to changes in legislation, regulatory guidance, or organisational requirements. The Party will be notified of any material changes in writing (including by email) and will be required to comply with the updated policy from the date specified in the notification.
Continued performance under the contract following notification of a policy update will constitute acceptance of the revised terms. If the Party objects to any updates, it must notify the Organisation in writing within 14 days of notification.