Tackling workplace bullying
Tackling workplace bullying: examples and top tips
Workplace bullying: How it shows up and why it can be hard to address
Workplace bullying: How it shows up and why it can be hard to address
Bullying in the workplace is behaviour from an individual or a group that’s unwanted and makes someone feel uncomfortable. It can be a misuse of power that can be offensive and intimidating towards a person, making them feel humiliated, threatened and vulnerable.
While many people consider a certain amount of ‘banter’ at work to be reasonable, the fact is that it’s all too common for banter to cross the line from being ‘a bit of fun’ to unpleasant bullying.
Common examples of bullying at work
- Excessive criticism, particularly in front of others
- Being unfairly excluded from team activities, meetings or communications
- Constant teasing, verbal abuse or sexual innuendo
- Threats regarding your job security
- Being humiliated or demeaned in front of others
- Cyber / online bullying
In addition to these forms of bullying, you could experience harassment at work. The legal definition of harassment under the Equality Act 2010 is: "Unwanted conduct related to a relevant protected characteristic, which has the purpose or effect of violating an individual's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual".
The protected characteristics are:
Marriage or civil partnership (as related to your employment)
Importantly, discriminatory jokes or comments about any of these protected characteristics don't have to be directed towards you to constitute harassment. If they're made in your earshot, even accidentally, they can still potentially count as harassment.
It’s also the case that if a person believes you possess a protected characteristic, and treats you unfairly based on their assumption, this can still be unlawful - regardless of whether their assumption is correct.
How common is workplace bulling?
A 2020 report by the Chartered Institute of Personnel and Development (CIPD) found that more than one-third of employees experiencing workplace conflict identified bullying, intimidation, or harassment as the underlying cause. Women were more likely than men to report such experiences, with 40% of women citing bullying, intimidation, or harassment compared with 31% of men.
The findings also revealed notable differences across sectors. Employees in the public sector were significantly more likely to report experiencing workplace bullying (21%) than those in the private sector (14%) or voluntary sector (10%).
In addition, the report highlighted concerns about how workplace conflict is managed. Nearly one-third (31%) of employees who had reported conflict felt their concerns were not taken seriously by the person they reported them to, while almost half (48%) believed that the interests of the other party were prioritised over their own
Slater and Gordon advice for handling bullying at work
Whether you are experiencing workplace bullying yourself or have witnessed it affecting a colleague, there are several steps you can take to address the situation:
1. Try to resolve the issue informally
In some cases, the individual involved may be unaware of the impact their behaviour is having. If you feel comfortable doing so, consider speaking with them directly to explain your concerns. Alternatively, you may prefer to communicate your feelings in writing, such as by email.
2. Seek support and discuss your concerns
If the situation continues, or if you do not feel comfortable approaching the individual directly, arrange an informal discussion with someone you trust. This could be your line manager, another manager, a trade union representative, or a member of the HR team. Having an impartial third-party present, such as an HR representative or union official, may also be helpful. You may also wish to make use of your organisation’s whistleblowing procedures where appropriate.
3. Raise a formal complaint
If informal efforts do not resolve the issue and the behaviour persists, consider submitting a formal complaint. Keep records of all relevant communications and follow your employer’s grievance, dignity at work, or anti-bullying procedures. Employers have a responsibility to investigate concerns and respond in line with their policies.
4. Consider legal options
If your concerns remain unresolved after following internal procedures, and the behaviour continues, you may have grounds to pursue a claim through an Employment Tribunal. In such circumstances, it is advisable to seek independent legal advice as soon as possible.
Where and how to find reliable information
Time is of the essence, because you only have three months minus one day from the date of the last act of workplace discrimination, workplace harassment or bullying in which to commence the early conciliation process with the Advisory, Conciliation and Arbitration Service (ACAS).
Our employment team are experts in workplace harassment law and bullying at work. Get in touch today to find out if you have a case.