1. You are here:
  2. homepage
  3. sexual harassment policy

sexual harassment policy

Sexual harassment policy

At caba, your safety and wellbeing matters, so you can count on us to have a zero-tolerance approach to any form of bullying, harassment, or discrimination including sexual harassment.

We understand that sexual harassment at work can seriously impact a colleague’s mental and physical health and negatively affect our workplace culture. That’s why we take all allegations seriously and handle them fairly, sensitively, and promptly.

There are no time limits on reporting sexual harassment. We recognise it may take time to feel safe or ready to come forward. However, we encourage colleagues to report concerns as soon as they feel able, so we have the best chance of investigating and resolving the situation.

This policy explains:

  • What sexual harassment is
  • What we mean by zero tolerance
  • What to do if you experience or witness sexual harassment
  • Managers’ responsibilities for handling complaints
  • How to access emotional support, whether you’re experiencing harassment, have been accused of it, or are supporting someone else

This policy applies to all colleagues, agency workers, contractors, and job applicants.

Our shared responsibility

Everyone at caba has a part to play in building a culture where sexual harassment is never acceptable, and where people feel safe and supported to speak up, knowing any concerns are treated seriously and addressed without fear of retaliation.

If you are found to have sexually harassed someone, or victimised a colleague for raising a concern, it may be treated as misconduct and could lead to disciplinary action, up to and including dismissal.

If you receive a formal warning or are dismissed for sexual harassment or victimisation, you may appeal through our disciplinary appeals process. Factors such as abuse of power or seniority will be considered when determining appropriate action.

What is Sexual Harassment?

Sexual harassment is unlawful. It involves unwanted conduct of a sexual nature that:

  • Violates someone’s dignity, or
  • Creates an intimidating, hostile, degrading, humiliating, or offensive environment Sexual harassment also includes treating someone less favourably because:
  • They’ve submitted or supported a complaint of sexual harassment, or
  • They’ve rejected sexual advances

“Unwanted” means the conduct is unwelcome or uninvited by the recipient. What matters is how the behaviour is received, not the intent of the person doing it. Even if the behaviour was previously welcomed, it can later become unwanted and it is up to the recipient to decide this.

Sexual harassment can happen once or repeatedly. It can occur:

  • In person, in writing, or online (e.g., email, WhatsApp, social media)
  • During work hours or outside of work (e.g., at social events or after-work drinks)
  • Between colleagues, contractors, clients, or any third party associated with caba

The individuals involved both the person responsible, and the person affected can be of any sex, gender identity, or sexual orientation.

Examples of Sexual Harassment

(This list is not exhaustive)

  • Sexual comments or jokes
  • Sharing or displaying sexually graphic images
  • Staring, leering, or suggestive looks
  • Sexual advances or propositions
  • Promises of reward for sexual favours
  • Sexual gestures
  • Intrusive questions about someone's sex life
  • Sexual posts or messages on social media
  • Spreading sexual rumours
  • Sending sexually explicit messages or emails
  • Unwelcome touching, hugging, kissing, or groping
  • Attempted or actual sexual assault or rape
  • Using power or authority to pursue unwanted sexual relationships
  • Commenting on someone’s appearance in a sexual way
  • Using terms like “babe,” “dear,” or “stud” without consent
  • Indecent exposure, voyeurism, or stalking

"Just Banter" is not an excuse

Sexual harassment is never “just a joke.” Even if others think it’s harmless, if it is unwanted, sexual in nature, and impacts someone's dignity or safety, it’s sexual harassment.

Victimisation

Victimisation is also unlawful. It means treating someone unfairly because:

  • They’ve made (or are believed to be about to make) a complaint, or
  • They’ve supported someone who has made a complaint caba will not tolerate any form of victimisation.

Our zero-tolerance approach

Zero tolerance means we do not accept sexual harassment under any circumstances.

All allegations will be taken seriously, investigated thoroughly, and addressed appropriately. This may include disciplinary action, up to and including dismissal.

However, zero tolerance does not mean automatic dismissal in every case. We will always assess the situation carefully and proportionately.

If you experience sexual harassment or victimisation

Resolving things informally

Sometimes, especially if the behaviour is unintentional, an informal conversation may stop it from continuing.

If you feel comfortable, you can:

  • Speak directly with the person to explain how their behaviour is affecting you
  • Ask a manager or trusted colleague to support you in this conversation

If you don’t feel safe or comfortable doing this:

  • Speak to your manager (or another manager)
  • Contact the People Team
  • Talk to your Trade Union representative (if applicable)

We also offer 24/7 confidential support through our Employee Assistance Programme (EAP) – 08083 043 698.

Engaging informally does not prevent you from making a formal complaint later.

Raising a formal complaint

If informal resolution isn't appropriate or hasn't resolved the issue, you can raise a formal grievance. Submit your grievance in writing to your manager, or if your complaint is about them, to their manager or another senior manager.

Include where possible:

  • The name of the person involved
  • What happened, and when
  • Names of witnesses
  • Any actions you’ve taken to address the behaviour

You may include notes or evidence, but it’s okay if you don’t have any.

Once received, we may take immediate steps to separate you and the alleged harasser while we investigate. This may involve temporary transfer or paid suspension.

You have the right to be accompanied to any meetings by a colleague or trade union representative. If that isn’t appropriate, ask the hearing manager if a friend or emotional support person can attend.

Support and protection

Concerns raised in good faith will be supported, even if not upheld. No colleague will be treated negatively for raising a legitimate concern.

However, deliberately making a false complaint will be treated in line with caba’s disciplinary policy.

If you witness sexual harassment

If you witness sexual harassment, we encourage you to speak up. If you feel safe, you may choose to intervene, support the person affected, or encourage them to seek help.

 You can also raise the concern with a manager or the People Team, either with the victim’s consent or independently. If asked, be prepared to provide an accurate witness statement.

You will not be treated unfavourably for reporting what you’ve seen.

However, never intervene in a way that could put your own safety at risk or others at harm.

If you ask us not to act

If you report an incident but ask us not to take it further, we’ll respect your wishes where possible. However, we may still need to act if we believe others are at risk. We’ll always explain this to you first and provide support.

Criminal Offences

Sexual assault or rape is a criminal offence. If this happens, we’ll support you in reporting it to the police, but you’ll never be pressured to take a particular course of action.

In cases where we believe there is an ongoing risk, we may need to report it. If so, we’ll speak with you first.

If you’ve been accused

We understand that it’s distressing to be accused of sexual harassment. We’ll carry out a fair and thorough investigation and not make assumptions ahead of the outcome of the investigation.

If we find the allegations are untrue, you won’t suffer negative treatment in your employment because of it and will give you support if you need it.

Third-Party Harassment

At caba, we have a zero-tolerance approach to harassment from third parties. No colleague should feel they have to tolerate inappropriate behaviour from anyone, regardless of their role or relationship to our organisation.

 Although individuals cannot bring a direct legal claim for third-party harassment, employers have a duty to take reasonable steps to prevent it, and it may be relevant in broader legal claims.

We take these incidents seriously. You are not expected to tolerate inappropriate behaviour from anyone, regardless of their relationship to our business.

If you experience third-party harassment:

  • Ask the person to stop (if safe to do so)
  • Report the behaviour to your manager or the People Team
  • Use the grievance procedure if needed

We may take actions such as:

  • Speaking with the third party or their employer
  • Ending our business relationship
  • Reporting criminal behaviour to the police

At caba, we won’t tolerate sexual harassment by any member of our workforce against a third party. Instances of sexual harassment will be regarded as potential gross misconduct, and you may be dismissed under the disciplinary policy.

Manager Responsibilities

If a colleague reports sexual harassment:

  • Take it seriously
  • Respond sensitively
  • Contact the People Team immediately
  • Take steps to ensure the colleague’s safety, including separating them from the alleged perpetrator if needed

Confidentiality

All matters will be treated with respect and discretion. Confidentiality will be maintained wherever possible.

Any breach of confidentiality may result in disciplinary action.

Need further support?

If you have questions or need support, speak with your manager, a senior leader, or the People Team.

Our Employee Assistance Programme (EAP) is available 24/7 — 08083 043 698. This service is free, confidential, and independent.

You can also contact: