Sexual harassment prevention health check for employers operating in Germany

Question Title

* Have you considered and assessed the risks of sexual harassment taking place within your organisation?

Yes, we have conducted a comprehensive risk assessment that covers psychosocial hazards, including sexual harassment. We regularly review and update our findings and have implemented preventive measures.

Yes, we have considered risks within our organisation but have not conducted a formal risk assessment covering psychosocial hazards, nor have we implemented specific preventive measures.

We have not conducted a risk assessment covering sexual harassment. We are not aware of any legal obligation to assess psychosocial hazards and deal with issues as and when they arise.

Question Title

* Do you have a policy in place to address sexual harassment?

We do not have a specific policy addressing sexual harassment. We deal with these matters on a case-by-case basis.

Yes, we have a written anti-harassment policy that is regularly reviewed and clearly communicated to all employees. It states that sexual harassment will not be tolerated.

Where a works council exists, it has been consulted on workplace conduct rules.

Yes, we have a written policy and inform employees about it during induction. However, it has not been reviewed recently, and the works council (where it exists) has not been formally consulted.

Question Title

* Do you provide training to your staff on sexual harassment, including online and digital harassment?

Yes, we provide regular training on the prevention of sexual harassment. The training is conducted at regular intervals, we track and record completion, and new employees receive training as part of their induction.

We do not provide training on sexual harassment. We do not consider it necessary for our organisation.

We provided training when the AGG came into force, but it has not been refreshed or repeated since. We do not track completion rates.

Question Title

* Are line managers given tailored training to handle sexual harassment complaints effectively and sensitively?

Line managers receive the same general training as all other staff. They are not given specific guidance on handling complaints or on the employer’s duty to act.

No specific training is provided to line managers on handling sexual harassment complaints. They are expected to escalate issues to HR if they arise.

Yes, line managers receive dedicated training on how to handle sexual harassment complaints, including their obligations under the AGG and how to respond appropriately. They are trained on the employer’s duty to act. Training is refreshed regularly and completion is tracked.

Question Title

* Do you have clear and confidential channels in place for reporting harassment?

We have a designated contact person for complaints, but we have not formally established or promoted a complaints body to all employees.

Yes, we have established a designated complaints body and have promoted its existence and accessibility to all employees. We also offer additional confidential reporting channels and support systems.

We do not have a formal complaint body or designated reporting channel. Employees are expected to raise issues informally with their manager or HR.

Question Title

* Are complaints of sexual harassment investigated promptly in line with a set policy?

We investigate complaints, but we do not have a standardised process. Investigations are not always conducted promptly, and the complainant is not always informed of the outcome.

Yes, all complaints are examined promptly, and the complainant is informed of the outcome. Individuals involved in responding to complaints are trained and follow a clear, documented procedure. We assess what action is required.

We leave it to managers to decide how to handle complaints. There is no formal investigation process in place.

Question Title

* Do you have continuing support provisions in place after a complaint has been investigated?

Do you have steps in place to protect those involved in a complaint of sexual harassment from victimisation (that is suffering any detriment because they raised the complaint)?

Yes, we make clear what resources and support are available to employees involved in a sexual harassment complaint, including counselling and wellbeing support. We follow up regularly to monitor the situation and ensure the working environment remains appropriate and respectful.

We also have measures in place to protect complainants from any detriment and maintain regular contact with the complainant to ensure they are supported and not subjected to adverse treatment.

We do not provide continuing support once an investigation is complete.

We also do not have specific measures in place to prevent victimisation. We expect employees to raise any further issues themselves if they arise.

We ask employees what they need after an investigation and try to provide support where possible, but we do not have a structured follow-up approach.

We are aware of the prohibition on victimisation, but do not have specific monitoring measures in place. We take action if a complainant reports further problems.

Question Title

* Are you monitoring workplace culture?

Yes, we conduct regular anonymous staff surveys and use the feedback to update our risk assessment and preventive measures.

Where a works council exists, we engage with it on workplace culture issues.

We do not actively monitor workplace culture. We wait for individuals to inform us about concerns they may have.

We conduct occasional staff surveys but do not systematically assess the feedback or use it to update our risk assessments or policies.

Question Title

* Do you keep records of training, complaints and responses?

No, we do not keep systematic records of training, complaints or responses.

Yes, we keep detailed records of all training conducted, all complaints received, and the actions taken in response. Records are centrally filed and regularly reviewed.

We have some records of complaints and training, but they are not comprehensive or centrally managed.

Question Title

* Do you conduct exit interviews and assess any feedback?

Yes, we always conduct exit interviews, during which we specifically ask about workplace culture and potential experiences with (sexual) harassment. We review and act on any feedback received and incorporate our findings into our risk assessment.

We do not conduct exit interviews.

We sometimes conduct exit interviews but do not specifically ask about harassment nor systematically assess the feedback.

Sexual harassment prevention health check for employers operating in Germany

Question Title

* Have you considered and assessed the risks of sexual harassment taking place within your organisation?

Question Title

* Do you have a policy in place to address sexual harassment?

Question Title

* Do you provide training to your staff on sexual harassment, including online and digital harassment?

Question Title

* Are line managers given tailored training to handle sexual harassment complaints effectively and sensitively?

Question Title

* Do you have clear and confidential channels in place for reporting harassment?

Question Title

* Are complaints of sexual harassment investigated promptly in line with a set policy?

Question Title

* Do you have continuing support provisions in place after a complaint has been investigated?Do you have steps in place to protect those involved in a complaint of sexual harassment from victimisation (that is suffering any detriment because they raised the complaint)?

Question Title

* Are you monitoring workplace culture?

Question Title

* Do you keep records of training, complaints and responses?

Question Title

* Do you conduct exit interviews and assess any feedback?

* Do you have continuing support provisions in place after a complaint has been investigated?

Do you have steps in place to protect those involved in a complaint of sexual harassment from victimisation (that is suffering any detriment because they raised the complaint)?