For employers: Prevent sexual harassment in the workplace
As a company or organisation, you have a duty to protect employees from sexual harassment. You must implement preventive measures and define how you will deal with cases of sexual harassment.
Sexual harassment in the workplace: What is considered sexual harassment and what is the legal situation?
Prevention of sexual harassment is based on three pillars:
1. Preparation of a policy document on protection against sexual harassment
Companies and organisations must set out the most important points concerning protection against sexual harassment in a policy document (e.g. rules and regulations or information sheet). The document should include the following aspects in particular:
- Policy statement: The position of the company with regard to protection against sexual harassment
- Definition of sexual harassment
- Scope of the rules and regulations and legal provisions
- Rights and obligations of employees
- Description of procedures in cases of sexual harassment
- Designation of points of contact and definition of their competences
- Sanctions, redress and information and control of sanctions
- Recourse options
In the document «What is included in rules and regulations governing sexual harassment?» (PDF, 0.1 MB, 3 pages), you will find notes and information on the elements they contain.
2. Information for employees
Ensure that all managers and employees are familiar with the content of the policy document, which can be handed out for example at information events or given to new members of staff. It is important to regularly reiterate the written and/or spoken information provided.
3. Assurance of discreet and competent points of contact
In the event of sexual harassment, individuals affected must be able to approach a competent contact or person of trust who will take their concerns seriously, treat them confidentially and provide competent assistance. The point of contact provides support and information about rights and contingencies. In larger companies, this role is often performed by trained human resources specialists. For small and medium-sized organisations, it is advisable to engage the services of external experts. It is essential that the persons of trust have the necessary counselling skills and specialist knowledge of sexual harassment.
Procedures in specific cases
Reports of sexual harassment must always be taken seriously by managers, supervisors and company management. Incidents of sexual harassment may be resolved using an internal or an external procedure:
Internal procedures
In the event of suspicion or of a complaint, the management of the organisation or a professional appointed by management can attempt to clarify the matter quickly and discreetly. Some conflicts can be resolved in this manner in discussions with all parties involved. If further investigation is needed, the company consults an internal professional or external experts.
External procedures
If the matter cannot be resolved internally, it can be taken to the cantonal conciliation board. These conciliation proceedings are free of charge. Conciliation boards advise the parties and attempt to come to an agreement. If this is not successful, the party making the complaint must file a claim in court within a period of three months. The party making the complaint may dispense with the conciliation proceedings unilaterally and go directly to court.
Conciliation boards in cantons and cities
Protection against dismissal and compensation payments
Under the Gender Equality Act, both the party making the complaint and the witnesses are protected against dismissal for up to six months after the conclusion of proceedings, regardless of whether the proceedings are external or internal. The court may oblige employers to pay compensation and damages for financial loss and pain and suffering.
Basic and continuing education and training for professionals
The Federal Office for Gender Equality (FOGE) provides materials for the training of human resources managers and management staff:
Sexuelle Belästigung am Arbeitsplatz Materialien zur Ausbildung von Personalverantwortlichen und Führungskräfte
Only available in German
Sexuelle Belästigung am Arbeitsplatz - Materialien zur Ausbildung von Personalverantwortlichen und Führungskräften - 1 Grundlagen
Only available in German
Sexuelle Belästigung am Arbeitsplatz - Materialien zur Ausbildung von Personalverantwortlichen und Führungskräften - 4 Intervention
Only available in German
Sexuelle Belästigung am Arbeitsplatz - Materialien zur Ausbildung von Personalverantwortlichen und Führungskräften - 2 Prävention
Only available in German
Sexuelle Belästigung am Arbeitsplatz - Materialien zur Ausbildung von Personalverantwortlichen und Führungskräften - 5 Beratung
Only available in German
Sexuelle Belästigung am Arbeitsplatz - Materialien zur Ausbildung von Personalverantwortlichen und Führungskräften - 6 Funktionen und Verantwortlichkeiten
Only available in German
Sexuelle Belästigung am Arbeitsplatz - Materialien zur Ausbildung von Personalverantwortlichen und Führungskräften - 3 Rechtliche Grundlagen
Only available in German
Several cantons and cities offer education and training on the topic of sexual harassment in the workplace, for example the City of Zurich or the Canton of Bern.