Third-Party Harassment Policy
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Version 1.0 | Last updated: October 2026 | Reviewed annually
Beacon does not tolerate harassment, bullying or abusive behaviour towards our staff from customers, contractors, visitors or anyone else. This policy explains what it covers and how concerns are reported and handled.
Our Commitment
Beacon Fire Protection Ltd is committed to dignity, respect and safety at work. Harassment, sexual harassment, bullying, threats and discriminatory conduct by customers, contractors, visitors, suppliers or other third parties are unacceptable. We expect respectful conduct in every interaction.
Who and Where This Covers
This policy applies to third-party interactions involving our office staff, mobile service engineers, fire risk assessors, trainers, managers and other workers, including at customer sites, in shared vehicles, during work travel, on calls, by email, messaging and online.
Unacceptable Behaviour
Examples include:
- Unwanted sexual comments, advances or touching
- Discriminatory remarks or jokes
- Intimidation or threatening language
- Offensive messages or repeated unwanted contact
- Other conduct that undermines dignity or creates a hostile environment
Beacon may address conduct under this policy even where it does not meet the legal definition of harassment.
Preventative Arrangements
Beacon will assess foreseeable risks, including working alone and attending occupied client premises; communicate expected standards; provide relevant staff and manager training; review concerns and incidents; and implement proportionate controls.
Engineers use mobile communications and job visibility through Uptick. These tools support contact and escalation but do not replace judgement or emergency arrangements.
Reporting and Support
Employees should report concerns to their line manager, or to another senior manager if their manager is involved or unavailable. Reports may be raised confidentially and anonymously where practicable. No employee is required to confront an alleged harasser before reporting.
We will support affected workers, consider immediate protective measures and prohibit retaliation for good-faith reporting or participation.
Investigation and Response
Beacon will record and consider reports promptly, investigate fairly and discreetly, and take appropriate action. Depending on circumstances, measures may include:
- Warning the third party
- Changing contacts or attendance arrangements
- Escalating to customer management
- Removing an employee from immediate risk
- Suspending a visit
- Referring serious matters to the police
Changes to fire-safety service delivery will be managed with due regard to safety and contractual obligations.
Relationship with Our Internal HR Policy
This public policy supplements, and does not replace, Beacon’s internal Anti-Harassment and Bullying Policy (SafeHR October 2026, Version 5), Grievance Procedure, Disciplinary Procedure and relevant risk assessments. Employee complaints and investigations will follow those internal procedures, including confidentiality, protection against victimisation and appropriate record handling.
Responsibilities and Review
Managers are responsible for communicating expectations, acting on concerns, reviewing risk controls and ensuring appropriate records and training. Staff should report incidents and cooperate with safety arrangements. Customers and contractors must treat Beacon personnel respectfully.
The Managing Director will arrange a review of this policy at least annually, and after significant incidents or relevant legal changes.
Contact
Beacon Fire Protection Ltd
Unit 6B, Redhills Business Park, Penrith, Cumbria CA11 0DT
Phone: 01768 863 551
Email: info@beaconfireprotection.co.uk
Website: www.beaconfireprotection.co.uk