Workplaces Should Be Safe And Free From Harassment

Providing a safe working environment allows employees to carry out their work productively and contribute to business results.

13 Mar 2024 Case Stories Grievance handling Workplace harassment

Learning Points 

  • Employers should develop and have in place robust grievance handling policies to prevent and manage workplace harassment.  
  • Employers should provide prompt and proactive updates to affected individuals and close the loop in a timely manner.


A spa receptionist alleged being verbally harassed by the chef of the staff cafeteria and directed a remark with sexual connotations to her. The employee felt uncomfortable and embarrassed when this took place. She reported the incident to her supervisor and the HR manager. However, she did not receive any updates from her employer and approached TAFEP for assistance.

TAFEP's Involvement

TAFEP found that the employer had conducted their investigations and concluded that the claim was substantiated. The chef was counselled and issued with a written warning. TAFEP assessed that while the employer’s HR did investigate the matter, they did not update and close the loop with the employee in a timely manner.

TAFEP advised the employer to improve its grievance handling process and ensure that prompt and proactive responses would be given to affected individuals. Upon TAFEP’s advice, the HR Director conducted a face-to-face meeting with the employee to update her on the actions taken and the chef apologised to her for his actions.


The case was closed after TAFEP assessed the employer’s investigations and follow-up actions to be adequate and fair, in adherence to the Tripartite Advisory on Managing Workplace Harassment.

Disclaimer: The case study is based on an actual case handled by TAFEP. The names and identifying details in this case have been changed to protect the privacy of individuals.