What the Policy provides

• Clear definition. Sexual harassment is defined as in the Prevention of Sexual Harassment and Abuse Act (Act No. 16/2014). It covers unwelcome sexual advances, requests for favours, and physical, verbal, written or online conduct, including quid pro quo demands, repeated unwanted requests, cyber harassment and a hostile environment. It applies across genders and between peers, supervisors, students and third parties.
• A dedicated committee. A standing Sexual Harassment Prevention Committee of at least three members, appointed by the Vice Chancellor and including at least one woman, receives and investigates complaints, recommends action and promotes awareness. The Policy sets an aim of equal representation of women.
• A fair process. Complaints are normally made in writing within six months, and late complaints are accepted for reasonable cause. Both parties may present evidence and respond, interim protective measures are available, and the investigation concludes within 60 days.
• Clear decisions. Findings are made on the balance of probabilities. The Committee reports confidentially to the Vice Chancellor and the Head of Human Resources, and both parties receive written notice within seven days.
• Graded sanctions. A written warning and training, unpaid suspension, demotion or denial of promotion, or summary dismissal. Students face warnings, suspension, restrictions or expulsion under student regulations.
• Protection from retaliation. Retaliation against a complainant or witness is an offence under the Act and a separate disciplinary matter.
• Right of appeal. An aggrieved party may appeal to the Employment Tribunal within the statutory period, and an appeal does not suspend protective measures.
• The University endeavours to provide or refer affected people to counselling, medical, legal and academic support.
• Fairness to all. Good-faith complaints that are not upheld are not penalised, and knowingly false complaints may be treated as misconduct.

Our practice before the 2026 policy

Before the University’s own policy, sexual harassment at the University was governed by the Prevention of Sexual Abuse and Harassment Act (Act No. 16/2014) (English translation) and the Sexual Harassment Regulation (Regulation 377/R/2014, Gazette 43/437, 26 October 2014), which applied to the University as a public institution. The University’s Grievance Policy (2008) also extends to harassment and sexual harassment, and a Sexual Harassment Complaint Form is published.

Related Pages and Policies

• Workplace Anti-Discrimination, Diversity and Inclusion;
• Appeal Process;
• Equivalent Rights for Outsourced and Third-Party Workers;
• Policy on Non-Discrimination Against Women;
• Code of Conduct for Academic Staff.

Sources

• Policy on Anti-Sexual Harassment and Abuse (MNU/UC/2026/4);
• Prevention of Sexual Abuse and Harassment Act (Act No. 16/2014);
• Sexual Harassment Regulation (Gazette 43/437);
• MNU policies;
• Civil Service Regulations.

Policy owner: Human Resources. Approved by the University Council; in effect from 28 September 2026.