You may need practical protection while a bullying or harassment concern is considered. Temporary measures should reduce risk without appearing to punish the complainant or decide the complaint in advance.
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Examples of temporary measures
- A different manager or reporting contact.
- Reduced direct contact and written communication.
- Separate meetings, work areas or shifts.
- Remote attendance or another office location.
- A temporary assignment or team move.
- Preservation of duties, access and development opportunities.
Request measures early
Explain the current risk, the specific change requested and how it supports continued work or fair participation. Ask when the measure will be reviewed.
Moving teams is one option
A move may protect health and career, although it can also affect duties, visibility, development or the perception that the complainant had to leave. Ask whether the move is voluntary, temporary, permanent and reversible.
Members can unlock: a temporary-measures plan, proportionality test, move-risk checklist, wording for reduced contact or reassignment, and safeguards for pay, duties, reputation, evidence and review.
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