Anti-Harassment Policy

1. Policy statement

The SEN Agency does not tolerate harassment, sexual harassment or bullying of anyone we work with. This applies whether it comes from our own staff, our candidates, client staff, pupils, parents or visitors.

We will take all reasonable steps to prevent sexual harassment and harassment by third parties, as required by the Equality Act 2010 as amended by the Employment Rights Act 2025. This policy sets out how we prevent harassment, how concerns are raised and how we respond.

 

2. Who this policy covers

This policy applies to:

• The SEN Agency directors, staff and anyone working on our behalf

• Candidates we place, including teaching assistants, teachers and support staff, while on assignment at a client school or setting

• Candidates registering with us, attending interviews or training

It covers conduct at work, at client premises, on school trips, at work-related events and in work-related messages, calls and social media.

 

3. What we mean by harassment

• Harassment: unwanted conduct related to a protected characteristic (age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex, sexual orientation) that violates someone's dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment.

• Sexual harassment: unwanted conduct of a sexual nature with that same purpose or effect. It also includes treating someone less favourably because they rejected or submitted to such conduct.

• Third-party harassment: harassment of a candidate or staff member by someone who is not employed by The SEN Agency, such as school staff, pupils, parents, contractors or visitors.

Examples include unwelcome touching, sexual comments or jokes, suggestive messages or images, comments about appearance, intrusive questions about someone's private life, and offensive remarks about any protected characteristic. A single incident can be harassment. What matters is how the conduct affects the person, not what the other person intended.

 

4. Responsibilities

• The SEN Agency: Keep this policy up to date and share it with every candidate. Assess harassment risks at each placement. Respond promptly and fairly to every concern. Work with the client to stop harassment and protect the candidate.

• Candidates: Treat pupils, colleagues and everyone at the school with dignity and respect. Follow this policy and the school's own conduct and safeguarding policies. Report harassment they experience or witness.

• Client schools and settings: Under our terms of business, protect our candidates from harassment on their premises to the same standard as their own staff. Tell us promptly about any allegation or concern involving a candidate, and cooperate with any investigation.

The nominated lead for this policy is Ian Taylor, Director, contactable: ian@loveteachers.co.uk

 

5. Steps we take to prevent harassment

• Give every candidate a copy of this policy at registration and ask them to confirm they have read it.

• Brief candidates before each placement on how to raise a concern with us, and give them the school's main contact.

• Include harassment prevention in our terms of business with every client school.

• Ask each new client to confirm they have their own anti-harassment policy and safeguarding procedures.

• Check in with candidates regularly during placements, including asking whether they feel safe and respected.

• Make sure our own staff know this policy and how to handle a report.

• Review any concerns raised, and the outcome, to see whether we need to change how we work with a client or brief candidates.

 

6. How to raise a concern

If you experience or witness harassment, tell us as soon as you can. You can contact Ian Taylor: ian@loveteachers.co.uk or any member of the The SEN Agency team. You can report it by phone, email or in person.

You may also raise it with your contact at the school, but please tell us too so we can support you. If you feel able to, you can tell the person directly that their behaviour is unwelcome, but you do not have to.

It helps to note what happened, when, where, who was involved and any witnesses. Keep any messages or images.

If the concern involves the safety of a child, follow the school's safeguarding procedures immediately as well.

 

7. How we respond

• Acknowledge the concern within one working day and speak to the person who raised it about what support they need.

• Protect the person straight away where needed, for example by agreeing with the school to change their duties or location, or by moving them to another placement if they wish. They will not lose pay or work because they raised a concern.

• Inform the client promptly, with the person's agreement where possible, and agree with the school who will investigate. Where the alleged harasser is school staff, a pupil or a parent, the school will normally lead under its own procedures and we will ask to be kept informed.

• Investigate fairly and promptly where the concern involves a candidate or staff member of The SEN Agency, giving everyone involved a chance to respond.

• Act on the outcome and tell the person who raised the concern what has been done, as far as confidentiality allows.

• Follow up with the person afterwards to check that the harassment has stopped and they feel supported.

If a client does not take reasonable action to stop harassment of our candidate, we may withdraw the candidate from the assignment.

 

8. Support, confidentiality and protection

• Support: we will listen, take the concern seriously and point the person to sources of support, such as their GP, a union, Acas (0300 123 1100) or Victim Support.

• Confidentiality: we share information only with those who need to know to deal with the concern. Safeguarding concerns about children must always be shared with the school.

• No victimisation: nobody will be treated badly for raising a concern in good faith or helping with an investigation. Victimisation is itself a serious disciplinary matter.

• Whistleblowing: reporting that sexual harassment has happened, is happening or is likely to happen is a protected disclosure in law.

 

9. Consequences, records and review

A candidate or staff member found to have harassed someone may have their assignment ended, be removed from our register, or face disciplinary action up to dismissal. Where the law requires, we will report to the relevant authorities, such as the LADO or the Disclosure and Barring Service.

We keep a confidential record of every concern raised, the steps taken and the outcome, in line with data protection law.

This policy will be reviewed every year, and sooner if the law changes or a concern shows it needs updating.