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A Sexual Harassment Policy sets clear rules and procedures to prevent and address unwanted sexual behavior in Belgian workplaces, as required by the Well-being at Work Act. It outlines what counts as harassment, from inappropriate comments to unwanted physical contact, and explains how employees can report incidents safely.

Every Belgian employer must have this policy as part of their workplace prevention measures. It names the trusted persons employees can contact, describes the investigation process, and spells out the consequences for harassers. The policy also protects employees who report incidents from retaliation, helping create a respectful work environment where everyone feels secure.

A Sexual Harassment Policy becomes essential when setting up a new business in Belgium or updating workplace safety measures. Belgian law requires having this policy in place before hiring your first employee, and it must be readily available from day one of operations.

Use your policy immediately when an employee reports harassment, following its outlined procedures for investigation and support. Regular policy reviews are needed when workplace dynamics change, like after mergers or office relocations. The policy also guides training sessions, helps prevent legal disputes, and proves your commitment to employee well-being during labor inspections.

• Basic Workplace Policy: Covers essential Belgian legal requirements, reporting procedures, and disciplinary actions - suitable for small businesses and startups
• Comprehensive Corporate Policy: Includes detailed prevention strategies, training protocols, and multiple reporting channels - ideal for large organizations
• Industry-Specific Policy: Adds provisions for unique workplace situations in sectors like hospitality, healthcare, or construction
• Multi-site Policy: Features location-specific contact persons and procedures while maintaining consistent company-wide standards
• Remote Work Policy: Addresses virtual harassment concerns, online conduct, and digital communication boundaries

• HR Directors: Draft and maintain the Sexual Harassment Policy, coordinate training, and ensure compliance with Belgian labor laws
• Prevention Advisors: Review policy content, conduct risk assessments, and provide expert guidance on prevention measures
• Trusted Persons: Act as first points of contact for harassment complaints and guide employees through reporting procedures
• Management: Enforce policy guidelines, support investigations, and demonstrate commitment to zero-tolerance
• All Employees: Must understand, follow, and sign the policy, with rights to report incidents and obligations to maintain respectful behavior

• Company Details: Gather your organization's structure, size, and workplace locations to customize policy scope
• Prevention Team: Identify and list prevention advisors and trusted persons who will handle complaints
• Reporting Channels: Establish clear procedures for filing complaints, including confidential communication methods
• Investigation Process: Define steps for handling reports, timeline requirements, and documentation practices
• Training Plan: Outline how employees will learn about the policy through orientation and regular updates
• Review System: Set up evaluation schedule to keep the policy current with Belgian workplace regulations

• Policy Scope: Clear definition of prohibited behaviors and who the policy applies to
• Legal Framework: Reference to Belgian Well-being at Work Act and anti-discrimination laws
• Reporting Procedure: Detailed steps for filing complaints and protection against retaliation
• Contact Information: Names and roles of prevention advisors and trusted persons
• Investigation Process: Timelines, confidentiality measures, and documentation requirements
• Disciplinary Actions: Consequences for policy violations and appeal procedures
• Prevention Measures: Training requirements and risk assessment protocols

While both documents address workplace conduct, a Sexual Harassment Policy differs significantly from an Equal Opportunities Policy. Understanding these distinctions helps ensure proper workplace protection and legal compliance in Belgium.

• Scope of Coverage: Sexual Harassment Policies specifically target unwanted sexual behavior and gender-based harassment, while Equal Opportunities Policies cover all forms of discrimination including age, race, religion, and disability
• Legal Framework: Sexual Harassment Policies align with the Well-being at Work Act's specific requirements for prevention and response procedures, whereas Equal Opportunities Policies follow broader anti-discrimination legislation
• Response Mechanisms: Sexual Harassment Policies require dedicated trusted persons and specific investigation procedures, while Equal Opportunities Policies typically use general HR channels
• Training Requirements: Sexual Harassment Policies mandate specific prevention advisor training and regular awareness sessions, compared to more general diversity training for Equal Opportunities