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Anti Harassment & Bullying Policy

Payara is firmly committed to equality, diversity, and inclusion. Everyone will be treated with respect and dignity, and our workplace must enable all to deliver their best. 
We do not tolerate bullying, harassment, victimisation, or discrimination of any kind. Any instances will be addressed quickly and effectively to protect individuals’ wellbeing, careers, and relationships. Disciplinary penalties, up to and including dismissal, apply to any employee found to have harassed or bullied a colleague or stakeholder, including those perpetrating victimisation. 

Scope 

This policy applies to all Payara employees, contractors, suppliers, volunteers, interns, apprentices, and job applicants. It covers all stages of employment and includes third-party behaviour. 

Commitment and Prevention 

Payara adopts a zero-tolerance approach to all instances of bullying, harassment, or victimisation. This includes: 

  • Regular training for staff on appropriate behaviour and workplace dignity 
  • Sharing policy widely with all staff, contractors, and third parties 
  • Promoting respect and inclusion 
  • Reviewing processes and conducting ongoing risk assessments to limit opportunities for unacceptable behaviour 

Responsibilities 

All staff must observe, uphold, and apply this policy. Dealings with third parties must never involve discrimination, harassment, victimisation, or bullying. Action, up to and including dismissal, will be taken under our disciplinary procedure against anyone found to have committed, authorised, or condoned bullying or harassment. Individuals may face personal liability. 

Reporting and Support 

If you experience bullying or harassment, speak up immediately and request support. Victimisation of those reporting allegations is a disciplinary offence. 

Under the Equality Act 2010, harassment is prohibited if connected to protected characteristics, which include: 

  • Disability 
  • Sex 
  • Gender reassignment 
  • Race 
  • Religion or belief 
  • Sexual orientation 
  • Age 
  • Pregnancy and maternity
  • Marriage and civil partnership 
  • Harassment for any reason is unacceptable at Payara. 

What Constitutes Harassment and Bullying 

  • Harassment: Unwanted conduct related to a protected characteristic, violating dignity or creating a hostile, intimidating, humiliating or offensive environment. 
  • Sexual Harassment: Conduct of a sexual nature which violates dignity or creates a hostile, degrading, humiliating, or offensive atmosphere. Less favourable treatment related to sex/gender reassignment following rejection or submission to sexual conduct is also prohibited. 
  • Bullying: Offensive, intimidating, malicious, insulting, or abusive conduct, often persistent, undermining or humiliating the recipient and potentially causing harm. Can be face-to-face, online, or by phone and may relate to a protected characteristic. 

Examples 

Examples include but are not limited to: derogatory jokes, physical intimidation, unwanted advances, exclusion from work/social activities, offensive comments or images, persistent criticism, and cyberbullying. Microaggressions and even less direct actions may negatively impact wellbeing and may be unlawful. 

Managerial Conduct 

Reasonable managerial action, such as performance feedback or instructions, does not in itself constitute bullying or harassment. 

Investigations and Outcomes 

All complaints are investigated fully and fairly following our internal process which is available to all staff in our internal Policy and Process handbooks; support is provided to those affected. Breaches of policy will result in disciplinary action. 

Monitoring and Review 

This policy is reviewed regularly to ensure compliance with UK law and effectiveness and updated as required by company practices or legislative changes. 

Last revised: 6 November 2025