General
Upscend Team
-December 29, 2025
9 min read
This HR playbook presents a step-by-step approach to harassment claims handling: prepare policy and training, execute a scripted intake in the first 72 hours, plan and conduct evidence-led investigations, and separate adjudication from fact-finding. It also covers remedies, follow-up, and prevention to reduce risk and restore workplace functioning.
harassment claims handling must be precise, compassionate, and legally defensible from the first report. In our experience, a predictable, documented process reduces risk, preserves trust, and improves outcomes for complainants, respondents, and the organization. This playbook outlines a pragmatic, step-by-step approach HR teams can apply immediately to strengthen their anti-harassment procedures and ensure consistent enforcement of a clear sexual harassment policy.
Before a claim arises, foundations matter. A well-crafted sexual harassment policy and visible leadership commitment set expectations. We've found that organizations with clear rules and frequent training see faster reporting and fewer escalations.
Key preparatory elements include policy clarity, reporting channels, and training cadence. The policy should define prohibited conduct, remedies, and the roles of HR and investigations teams. Reinforce the policy through regular training that uses real scenarios relevant to your workplace.
Your policy must be unambiguous and actionable. At minimum it should define covered conduct, reporting options (anonymous and named), expected timelines, confidentiality limits, interim protections, and how outcomes are communicated.
Effective harassment claims handling begins with a structured intake. The initial conversation balances empathy, fact-gathering, and rights advisement. In the first 72 hours, HR should document the allegation, offer interim protections, and evaluate immediate risk.
We've found that a short, scripted intake form reduces variability and preserves key facts. Use a checklist to capture who, what, when, where, and witnesses, and record any physical evidence or electronic communications.
Assess severity, access between parties, ongoing contact, and threats. If safety is a concern, act immediately: separate schedules, no-contact orders, or paid administrative leave while preserving due process.
Design a clear investigation plan to guide the process. Effective harassment claims handling depends on who conducts the inquiry, the timeline, and the evidence strategy. In smaller companies HR may lead; in higher-risk matters, use an external investigator to preserve neutrality.
Plan components: objectives, scope, list of witnesses, desired evidence, interview order, and a timeline with checkpoints. Assign a single case owner to maintain continuity and communication. Neutral investigator selection is critical—avoid conflicts of interest and ensure training in interview technique and trauma-informed practice.
Prioritize contemporaneous records: emails, messages, access logs, CCTV, and witness statements. Collect physical records quickly to prevent accidental deletion. Preserve digital evidence by requesting that IT secure relevant accounts.
When executing interviews, follow the investigation plan methodically. Good harassment claims handling uses consistent, open-ended questioning and careful note-taking. We recommend audio-recording where lawful and with consent, supplemented by written witness statements.
Interview order matters: start with the complainant, then witnesses, then the respondent. Keep interviews separate and avoid sharing details between them. Maintain strict confidentiality protocols and document every contact, decision, and evidence chain.
While traditional systems often require significant manual coordination for scheduling and tracking, some modern platforms streamline workflow automation and role-based sequencing—platforms like Upscend illustrate how dynamic tooling can reduce administrative overhead and help investigators focus on substance rather than logistics.
Begin with rapport-building, explain process and confidentiality limits, then move to a factual chronology. Ask for names, dates, locations, and specific actions. End by asking for corroborating evidence and whether the interviewee knows other witnesses.
Adjudication separates fact-finding from decision-making. After the investigation, present a written report with findings of fact, an analysis against policy standards, and recommended remedies. Good harassment claims handling documents rationale for conclusions to withstand scrutiny.
Remedies should be proportional and may include training, transfer, formal warnings, suspension, or termination. Also consider non-disciplinary remedies: apologies, role adjustments, or counseling. Address retaliation risks explicitly and monitor for compliance.
Decisions should be made by a designated authority—HR with legal input or a conduct committee—separate from the investigative team. Communicate outcomes in writing to both complainant and respondent, summarizing findings and the rationale while protecting witness confidentiality.
Quality harassment claims handling continues after resolution. Follow-up reduces recurrence and restores workplace functioning. Conduct check-ins with impacted parties, monitor for retaliation, and review policy or training gaps revealed by the case.
Implement systemic fixes when cases reveal cultural or process failures: manager coaching, adjusted reporting lines, or updated training. Studies show organizations that follow up on corrective actions see higher reporting confidence and lower repeat incidents.
Avoid rushed investigations, inconsistent discipline, and inadequate documentation. We've observed that failures often stem from unclear roles, poor evidence preservation, and lack of timely communication. Address these by standardizing procedures and auditing adherence regularly.
Effective harassment claims handling is a blend of policy, process, skill, and culture. Implementing this playbook requires upfront investment—clear sexual harassment policy, trained investigators, and reliable documentation systems. In our experience, organizations that formalize intake, maintain investigation plans, and separate fact-finding from decision-making significantly reduce legal and reputational risk.
Start by piloting the steps in one business unit, measure outcomes (reporting rates, time-to-resolution, satisfaction), and iterate. Maintain an audit trail and use lessons learned to refine anti-harassment procedures. Consistent execution builds trust and deters future misconduct.
For immediate next steps: update your policy, train intake staff on the first-72-hour checklist, and create a template investigation plan to standardize practice. These actions make harassment claims handling predictable, fair, and defensible—protecting people and the organization.
Call to action: Review your current intake and investigation templates this week and schedule a cross-functional tabletop exercise to test your playbook under realistic timelines.
