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Code of Good Practice
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Code of Good Practice

The Minister of Employment and Labour published the “Code of Good Practice on the Prevention of Elimination of Harassment in the Workplace” (“Harassment code”), effective 18 March 2022.

 

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Code of Good Practice on the Prevention and Elimination of Harassment in the Workplace.

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Treatment, care and support
Programmes, training and awareness
Procedures in managing violence and harassment
Monitoring and evaluation
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The objective of the Harassment code is to “eliminate all forms of harassment in the workplace”. The Harassment code provides guidelines to employers and employees on the “prevention, elimination and management of all forms of harassment in the workplace as a form of unfair discrimination and (b) on human resources policies, procedures and practices related to harassment and appropriate procedures to deal with harassment and prevent its recurrence.”
Proactive responses

All Employers, employees, employer organisations and trade unions are required to proactively refrain from committing acts of violence and harassment, including gender-based violence and harassment.

Duty to remove all form of unfair discrimination

Employers must ensure that workplaces are free of violence and harassment.

Safe working environment

Employers are responsible for providing information, instructions and training as may be necessary to ensure that the workplace is safe and are responsible for creating and maintaining a working environment in which the dignity of all employees is respected and protected.

Violence and harassment are unacceptable

All employers, employees, employer organisations and trade unions have a role to play in contributing towards creating and maintaining a working environment in which violence and harassment including gender-based violence and harassment are regarded as unacceptable.

Workplace culture

Workplace culture should be created and maintained wherein complainants and or other persons affected by violence and harassment, including gender-based violence may bring a complaint without fear of reprisal, with the assurance that their complaints are not trivialised or ignored.

Appropriate action

Employers, employees, employer organisations and trade unions should take appropriate action in accordance with the Code where instances of violence and harassment including gender-based violence harassment occur in the world of work.

Third-party protection

Employers, employees, employer organisations and worker unions should attempt to ensure that persons such as clients, suppliers, job applicants and others who have dealings with the employer are not subjected to violence and harassment including gender-based violence by the employer or its employees, nor perpetrate violence and harassment against employees of the employer.