LSE Policies and Procedures

Who is this policy for?

The LSE community (includes all staff and visiting staff, students and alumni).

When might you use this policy?

If you experience, witness, or are supporting someone who has been treated unfairly, harassed, or bullied – whether in person or online.

Brief policy summary

The policy explains what behaviour is unacceptable, your rights, and LSE’s responsibilities. It includes definitions, examples, and legal context to help you understand the issues. It also outlines how to report concerns and where to get support. Those who breach the policy may face disciplinary action. To read more on informal and formal routes to resolution please see grievance and disciplinary procedures below.

Full Policy

Who is this policy for?

The LSE community (includes all staff and visiting staff, students and alumni). 

When might you use this policy?

If you experience, witness, or are supporting someone affected by sexual misconduct. This includes any unwanted or attempted unwanted conduct of a sexual nature- such as sexual harassment, sexual assault, or rape- whether it happens on campus, online, during LSE events, or in private settings involving members of the LSE community.

Brief policy summary

The policy outlines what sexual misconduct is, how to report it (including with contact details or anonymously), and what support is available. The policy also explains LSE’s zero–tolerance stance and the procedures for handling reports. It ensures that all reports are taken seriously, treated confidentially, and handled with care. It also includes examples of unacceptable behaviour and outlines both informal and formal routes to resolution.  

In cases of sexual misconduct, a reporting student or staff member can be supported by the Independent Sexual Violence Support Service. If you would like to make a report to LSE or the police, the service can help you to do this. The service can provide practical support whilst you are engaging in any reporting process.  They can also provide emotional support to anyone who has experienced sexual violence, including those who do not wish to report.

Full Policy 

Who is this policy for?

The LSE community (includes all staff and visiting staff, students and alumni).

When might you use this policy?

Before you begin your time at LSE, it’s helpful to understand the School’s policy on personal relationships. You should read this if you are involved in, or aware of, a personal relationship within the LSE community which may be between staff and student or staff and staff to understand what actions you may need to take. This is especially relevant where the relationship could lead to a conflict of interest, abuse of power, or perceived bias – particularly where there is a power imbalance.

Brief policy summary

LSE prohibits personal relationships between staff and students where there is any direct or indirect academic, supervisory, or welfare involvement. These must be declared immediately so appropriate safeguards – like changing roles – can be put in place. Even if no professional link exists, any staff–student relationship must still be declared to ensure transparency and manage potential conflicts of interest, including pre–existing relationships. Staff in personal relationships with other staff must not hold supervisory or influential roles over each other. These too must be declared, and full details can be found within the policy.

Full Policy

Who is this policy for?

The LSE community (includes all staff and visiting staff, students and alumni).

When might you use this policy?

If you are working with, supporting, or responsible for individuals who may be considered vulnerable (e.g. individuals under the age of 18), or adults at risk. Also, in circumstances when you become aware of a risk to an individual who may be considered vulnerable. 

Brief policy summary

The policy outlines how to recognise and respond to safeguarding concerns, including signs of abuse or neglect. It also explains how to report concerns and what support is available. Staff involved in relevant roles may need to complete safeguarding training or undergo DBS checks. Even if you’re unsure whether a situation is a safeguarding issue, the policy encourages you to seek advice and act early. 

Full Policy 

Who is this procedure for?

• LSE students who are alleged to have breached LSE’s rules, policies, or codes of conduct. 
• LSE staff responsible for investigating or managing student misconduct. 
• Individuals or witnesses affected by an LSE student’s alleged misconduct. 

When might you use this procedure?

When a student engages in, or allegedly engages in behaviour that breaches LSE policy, including harassment and sexual misconduct.

Brief procedure summary

This procedure outlines both informal and formal processes for addressing alleged student misconduct. Informal resolution may include a conversation, warning, or agreed actions to prevent recurrence. For more serious or unresolved matters, a formal process is followed, which is outlined in the policy. Outcomes can include warnings, suspensions, or expulsion. The reported student has a right to appeal the decision or sanction. 

Risk-based precautionary measures can be implemented during investigations (e.g. campus bans, suspension, no-contact orders). Please see The Harassment Management Group for more information. 

Students can raise any complaints about the disciplinary process using the Student Complaints Procedure. 

Support for those involved in disciplinary processes

• All students can access Student Counselling and Wellbeing Services (Student Wellbeing Service) and support to navigate processes will be provided by Student Services.  
• Students can bring a supporter (friend/relative/academic mentor/Student Union representative) along to investigation meetings or hearings. 
• In cases of sexual misconduct, a reporting student can be supported by the Independent Sexual Violence Support Service throughout the process. They can attend investigation meetings and disciplinary hearings.

Full procedure 

Who is this procedure for?

• LSE alumni
• LSE staff managing alumni engagement, events or services. 
• Any member of LSE community impacted by alumni behaviour. 

When might you use this procedure?

When alumnus engages in, or allegedly engages in behaviour that breaches LSE policy, including harassment and sexual misconduct.

Brief procedure summary

This procedure outlines both informal and formal processes for addressing alleged alumni misconduct. Informal resolution may include a conversation, warning or restricted access. For a formal process, an investigation is carried out to gather evidence and understand what happened. Information on the formal process is detailed in the procedure. If misconduct is confirmed, outcomes may include restricted access to events, services, or platforms, and in serious cases, a ban from LSE premises. The reported alumnus has a right to appeal the decision or sanction. 

Risk-based precautionary measures can be implemented during investigations (e.g. campus bans, no-contact orders). Please see The Harassment Management Group for more information. 

Students can raise any complaints about the disciplinary process using the Student Complaints Procedure. 

Support for those involved in disciplinary processes

• All students and alumni can bring a supporter (friend/relative etc.) along to any meetings.  
• Current students and staff will have access to LSE support services during any processes: Support for staff , Support for students. 
  

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Who is this code for?

Any LSE students living in LSE-managed accommodation, this also applies to Summer School students staying in LSE accommodation.  

When might you use this code?

This would be used when a student resident breaches, or allegedly breaches accommodation rules or their license agreement, this could include engaging in misconduct towards others. 

Brief code summary

If you live in LSE-managed accommodation and break the rules – like causing repeated noise disturbances, damaging property, or behaving disrespectfully – staff will first try to resolve things informally. For more serious or repeated issues, you may be invited to a disciplinary meeting where you can explain your side. Outcomes can include warnings, fines, or even being asked to leave your accommodation. Students impacted by a disciplinary decision have a right to appeal. 

If the behaviour is very serious (e.g. harassment, sexual misconduct) or affects the wider LSE community, the case may be escalated to the School’s central disciplinary procedures (e.g. Student Disciplinary Process). This means it could lead to more serious consequences like suspension or expulsion. 

Support for those involved in disciplinary processes

• All students can bring a supporter (friend/relative/Student Union representative) along to any disciplinary meetings. 
• Students can access a range of support at LSE: Support for students 

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Who is this procedure for?

LSE students (including Summer School and Executive Education) plus former students within three months of their programme of study finishing, or graduation date.   

When might you use this procedure?

If you are a student and would like to raise a formal complaint about academic services (teaching, supervision), administrative services (support services, facilities) or any service or experience provided by LSE, including your experience within a disciplinary process. Please note, this procedure cannot be used to re–open or overturn a disciplinary decision.

Brief procedure summary

This document guides you on how to make a complaint through the Student Complaint Procedure, as well as when this might be the right next step for you. The document outlines the different steps to follow, including how to escalate this to the Office of the Independent Adjudicator (OIA) once internal steps have been exhausted. 

Support for those making a complaint

• All students can bring a supporter (friend/relative/Students' Union representative) along to any relevant meetings.
• The Students’ Union Advice Service can provide independent and confidential advice: Advice Service 
• Students can access a range of support at LSE: Support for students 

Full procedure 

Who is this procedure for?

LSE professional services members of staff plus line managers and HR staff involved in resolving any workplace issues.    

When might you use this procedure?

As a member of professional services staff if you have a concern or complaint related to your employment, or where you are handling a concern or complaint raised about employment. 

Brief procedure summary

This procedure provides guidance for staff on how to resolve issues informally as well as setting out the process for submitting a formal grievance in writing (where informal resolution is not possible or appropriate). The procedure outlines how the grievance will be investigated and outcomes communicated. Staff who have lodged a grievance will have a right to appeal the outcome. 

Where a grievance is upheld regarding bullying or harassment, appropriate disciplinary proceedings may be instigated. Please see Disciplinary Procedure for Professional Services Staff below.

Support for those involved in a grievance

• Employees involved in this process can bring a supporter / companion along to meetings. This may include a work colleague or Trade Union representative. 
• Employees can also speak to our Safe Contacts, Staff Counselling and Employee Assistance Programme.  

Full policy 

Who is this procedure for?

LSE professional services staff, plus line managers with responsibilities for professional services staff, and HR staff for guidance and support in applying the procedure.

When might you use this procedure?

When a professional services staff member has behaved or allegedly behaved in a way that breaches LSE policy, including harassment and sexual misconduct.

Brief procedure summary

This procedure outlines informal and formal process for managing concerns about the behaviour or conduct of professional services staff. It encourages informal resolution first but outlines a formal process where informal resolution is inappropriate or has failed. The formal process is set out in the procedure and includes a fact-finding investigation, and potential escalation to a disciplinary hearing.  

Possible outcomes include no action, a verbal or written warning, or in more serious cases, final written warnings or dismissal. The employee subject to the disciplinary is informed in writing of the outcome and has the right to appeal the decision. 

Students involved in this procedure can raise any complaints about the process using the Student Complaints Procedure. 

Support for those involved in a disciplinary

• Employees involved in this process can bring a supporter / companion along to meetings. This may include a work colleague or Trade Union representative. 
• Employees can also speak to our Safe Contacts, Staff Counselling and Employee Assistance Programme.  
• In cases of sexual misconduct, a reporting staff member or student can be supported by the Independent Sexual Violence Support Service throughout process. They can attend investigation meetings and disciplinary hearings.

Full policy  

Who is this procedure for?

LSE academic staff, and anyone responsible in LSE for academic employment matters. 

Brief procedure summary

The  Academic Annex sets out the rules and procedures for how LSE manages academic staff employment, including how issues like redundancy, discipline, grievances, and appeals are handled. It also protects academic freedom and outlines fair processes for resolving disputes, amongst other guidance. The Annex also includes the formal procedure that will be followed if an academic member of staff is reported.  

Where a student has made a report about an academic and the Academic Annex is used, students will be able to raise any complaints about the process using the Student Complaints Procedure. 

Support for those involved in a disciplinary

• Employees involved in any process under the Academic Annex can bring a supporter / companion along to meetings. This may include a work colleague or Trade Union representative. 
• Employees can also speak to our Safe Contacts, Staff Counselling and Employee Assistance Programme.  
• In cases of sexual misconduct, a reporting staff member or student can be supported by the Independent Sexual Violence Support Service throughout process. They can attend investigation meetings and disciplinary hearings.

Full Academic Annex