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Description

Workplace Harassment: Identifying Situations, Preventing and Responding

Tell harassment apart from conflict or managerial pressure, and know what to do from the first alert

  • 1 day — 7 h
  • In-person or virtual
  • Foundation
  • Up to 6 participants

The word harassment is applied to very different situations. A long-standing disagreement between two colleagues, a harsh management style, a poorly supported reorganisation. Used wrongly, it blocks any possible resolution. Ignored when justified, it exposes the organisation and leaves an employee without an answer for months.

One day to establish clear criteria for assessment and a practical course of action: what characterises workplace harassment, how to handle a report, how to run an internal investigation, and which prevention measures to embed lastingly in the organisation.

Learning objectives

  • Distinguish workplace harassment from conflict and from the normal exercise of managerial authority
  • Receive a report and secure the first conversations
  • Determine the precautionary measures to consider
  • Organise an internal investigation and observe the rules governing it
  • Deliver the conclusions and support the people concerned
  • Put lasting prevention measures in place

What makes this programme different

Ambiguous situations are assessed as a group before being compared with the reference criteria
A reporting interview is role-played and then analysed
The internal investigation template built during the day can be reused immediately

Programme

1Assessing Situations

Naming precisely what is being discussed

  • Elements that characterise workplace harassment
  • Differences from conflict, pressure and disciplinary action
  • Harassment situations linked to how work is organised
  • Consequences for individuals and for the organisation

2Handling a Report

The first hours matter

  • Receiving the account and the posture of the listener
  • Gathering facts without interpretation or promises
  • Precautionary measures and protection of individuals
  • Conducting an internal investigation and formalising the conclusions

3Preventing Over the Long Term

Acting before a report is made

  • Identifying work situations at risk
  • Role of designated focal points and employee representatives
  • Informing and raising awareness among teams
  • Internal procedure for reporting and handling cases

Who is it for

Managers · HR officers · designated focal points for the topic · employee representatives likely to receive reports.

Prerequisites

No prerequisites

Dates & locations

36 scheduled dates between November 2026 and December 2027. Seats are confirmed in the order enquiries are received.

November 2026

December 2026

January 2027

February 2027

March 2027

April 2027

May 2027

June 2027

September 2027

October 2027

November 2027

December 2027

None of these dates suit you? We open additional sessions on request, and any programme can be run privately for your team.

Practical details

Before the programme
Online positioning questionnaire. Your development objectives are shared with the trainer, who tailors the practical case studies to your context.
Teaching methods
Theoretical input, workshops and practical case studies. Digital course materials and method sheets provided.
Assessment
Multiple-choice tests and role-play exercises. Assessment of learning at the start and end of the programme, with immediate and 60-day follow-up evaluations.
After the programme
One year of access to the e-learning platform. Self-assessment of the skills acquired and a 30-day follow-up session with your trainer.
How to register
Registration online or on the basis of a quotation.
Lead time
11 working days after confirmation of registration.
Accessibility
Accessible to people of determination. Contact our accessibility coordinator to design a suitable solution: contact@mpf-academy.ae
Start dates
Rolling intake: in addition to the scheduled sessions, this programme can start on request.