Sexual Harassment Policy Template for Singapore

A Sexual Harassment Policy sets clear rules and expectations to protect employees from unwanted sexual advances, offensive behavior, and hostile work environments in Singapore workplaces. It outlines specific behaviors that count as harassment under the Protection from Harassment Act (POHA) and explains how to report incidents confidentially.

The policy details the company's investigation process, protection for victims and witnesses, and consequences for harassers. It typically includes examples of prohibited conduct, from inappropriate touching to suggestive messages, and aligns with Ministry of Manpower guidelines on creating safe workplaces. Good policies also cover digital harassment through email, social media, or messaging apps.

Organizations need a Sexual Harassment Policy from day one of operations in Singapore, before any incidents occur. This policy becomes especially crucial when hiring new employees, expanding teams, or moving to hybrid work arrangements where communication happens across multiple channels.

Use the policy actively during onboarding, team meetings, and leadership training to set clear expectations. It's particularly important to review and update it when workplace dynamics change, after receiving complaints, or when new forms of digital communication emerge. The policy helps companies comply with POHA requirements while building trust with employees and protecting the organization from legal liability.

• Basic Policy: Covers essential POHA requirements, reporting procedures, and investigation protocols - suitable for small businesses and startups
• Comprehensive Policy: Includes detailed examples, multiple reporting channels, and specific protections for remote work - ideal for larger organizations
• Industry-Specific Policy: Adds specialized provisions for high-contact sectors like hospitality or healthcare
• Digital Workplace Policy: Focuses on online harassment through virtual meetings, messaging apps, and social media platforms
• Multi-Branch Policy: Adapts procedures for organizations with multiple locations or international operations while maintaining Singapore compliance

• Human Resources Teams: Draft and maintain Sexual Harassment Policies, conduct training sessions, and handle initial complaints
• Legal Counsel: Reviews policies to ensure POHA compliance and advises on investigation procedures
• Department Managers: Implement policies, monitor workplace behavior, and report violations to HR
• All Employees: Must understand, follow, and sign acknowledgment of the policy guidelines
• External Consultants: Help develop policies aligned with MOM guidelines and industry standards
• Investigation Committee: Handles formal complaints and recommends disciplinary actions

• Company Structure: Document your organization size, industry, and work arrangements (office/remote/hybrid)
• Reporting Chain: Map out clear reporting procedures and identify designated contact persons
• Communication Channels: List all workplace communication platforms where harassment could occur
• Investigation Process: Define steps for handling complaints, including timeline and confidentiality measures
• Local Requirements: Review POHA guidelines and MOM advisories for compliance standards
• Training Plan: Outline how employees will learn about and acknowledge the policy
• Documentation System: Set up secure storage for complaint records and policy acknowledgments

• Policy Statement: Clear commitment to zero tolerance for sexual harassment aligned with POHA standards
• Scope Definition: Who's covered, including employees, contractors, and visitors in all work settings
• Prohibited Conduct: Specific examples of physical, verbal, and digital harassment behaviors
• Reporting Procedures: Multiple confidential channels for filing complaints
• Investigation Process: Timeline, steps, and protection against retaliation
• Disciplinary Actions: Range of consequences for policy violations
• Confidentiality Clause: Privacy protections for all parties involved
• Training Requirements: Mandatory awareness sessions and documentation

A Sexual Harassment Policy differs significantly from a Bullying and Harassment Policy in several key aspects, though they both aim to protect employees. While sexual harassment policies focus specifically on unwanted sexual conduct, bullying policies cover a broader range of hostile behaviors.

• Scope of Behavior: Sexual harassment policies target explicit sexual conduct, advances, and gender-based discrimination. Bullying policies address intimidation, verbal abuse, and workplace power dynamics
• Legal Framework: Sexual harassment policies align specifically with POHA's sexual harassment provisions and gender discrimination laws. Bullying policies draw from general workplace safety regulations
• Investigation Procedures: Sexual harassment cases require specialized handling, confidentiality measures, and often gender-sensitive investigators. Bullying investigations follow more general workplace dispute protocols
• Training Requirements: Sexual harassment training includes specific components about consent and gender sensitivity. Bullying prevention focuses on professional conduct and conflict resolution