Taking Action Against Workplace Bullying: Legal Options, Escalation Paths, and Union Support
Workplace bullying is a big issue that hurts employees. It costs UK businesses over £2 billion a year. This money goes to court cases, investigations, lost work, and sick pay1. So, it’s vital that workers know their rights and how to fight back.
Bullying comes in many forms, like abuse, hitting, shouting, making someone feel small, or making them doubt themselves2. Signs of being bullied include always being picked on, made fun of in front of others, treated badly, yelled at, made to look bad for problems, skipped over for promotions, or threatened2. Employers must take care of their staff and protect them from bullying2.
Key Takeaways
- Being bullied at work could be a good reason to leave. It’s called constructive dismissal.
- Employers must deal with any bullying that happens in their workplace.
- You can get help from people at work, like managers, HR, and unions, if you’re having a hard time.
- It’s important to write down what’s happening and complain officially to your employer.
- If things don’t get better, there are legal steps you can take, such as going to an employment tribunal.
If you’re facing bullying at work, there are things you can do. Start by getting help from people at work, like union reps or HR2. Keeping a record of what’s happening, with dates and details, can also help2.
If talking informally doesn’t work, it’s time to make a formal complaint. Follow your employer’s complaint process2. If your boss is the bully, you can complain to people above them or to the HR team2. If nothing changes, seeking legal advice may be necessary2. But, getting help from a lawyer or advice group first is wise, as it’s not easy2.
If you have to quit because of bullying, there might be a way to fight back. But it’s tricky without expert help2. There are places like the LRA, Advice NI, and unions that can offer private advice and support on work issues, including bullying2.
Identifying Workplace Bullying
Workplace bullying is a big issue that affects how workers feel and the work atmosphere. To stop it, we must know what bullying is and what acts count as bullying.
Understanding the Definition of Bullying
At work, bullying means being mean, hurtful, or making someone feel small often. It can be words, actions, or making someone feel left out. This is called bullying and it can come from anyone you work with, even people who are supposed to be in charge3.
Recognising Bullying Behaviours
Bullying can happen in many ways. It’s key to spot these actions in the workplace. Some common types include:
- Not including someone or pretending they’re not there, which can upset up to 15% of workers4.
- Telling lies about a person, which hurts nearly 20% of workers4.
- Not treating someone fairly, a problem for 25 to 30% of workers4.
- Assigning too much work, seen as bullying by some, up to 10% of workers4.
- Having your work belittled by others, an issue for about 15% of workers4.
- Using social media to hurt others, which can trouble 5 to 10% of tech or creative workers4.
Bullying can also happen when a boss feels jealous of a worker. This happens in around 20% of cases. No matter how it happens, bullying at work really affects how well people can work and their mental health.
“Workplace bullying is a serious issue that can have a profound impact on employees’ well-being and the overall work environment.”
A survey from the Workplace Bullying Institute found 60% of workers see or go through bullying at work3. In the UK, Acas says nearly 77% of employees have been bullied at work3. Spotting and stopping these actions is vital for a work culture that’s friendly and fair for everyone.
Informal Resolution Strategies
Tackling workplace bullying usually starts with trying to sort it out without formal steps5. Thinking back on when and how often you faced bullying can help figure out if it happened5. It’s good to make a note of bullying cases. Write down when and where it happened, who was there, what was done, how it affected you, and if anyone saw it5. Many people who face workplace bullying find it hard to explain what happened. So, it’s really important to document these events. This will be key if you need help or are thinking about taking legal action5.
Seeking Advice and Support
Talking to a counsellor can help you figure out what to do about a bully at work5. It’s also useful to ask for advice from HR or bosses. They might have set ways to deal with bullying. This can include what to do and who to talk to5. Some places have special people to listen to your story and give support5. It’s important to have proof of bullying if you go to these people for help5.
Addressing the Issue Directly
When you talk to a bully about what they have done, it’s best to do it in private. Tell them clearly how their actions have affected you5. Having someone who saw what happened can be a big help. It makes dealing with the bullying and the investigation fairer5. But, telling coworkers who were not involved might not always make things better. It could cause problems5.
Many workplaces have ways to handle bullying that are both informal and formal. This might involve getting help one-on-one or as part of a group. Talking things through with the bully and a mediator can also work5. The people who help in these situations should know how to deal with trauma. They make sure the process is fair to both sides5.
“Almost six in 10 people have witnessed or suffered bullying in the workplace, and 37% of people have been bullied themselves.”6
Bullying at work can really harm how people feel and the work environment6. It’s vital to deal with it quickly and in the right way to keep a workplace good for everyone5.
| Contact for Support | Contact Details |
|---|---|
| Health and Safety Authority (HSA) Contact Centre | Telephone: 0818 289 389 or via email at [email protected]7 |
| Workplace Relations Commission (WRC) | Tel: (059) 9178990 or Lo-Call: 0818 80 80 907 |
The HSA helps make sure there’s a good plan for dealing with bullying. They check that complaints are handled the right way7. The Adjudication Service steps in for arguments about bullying. It gives advice, but it’s not always followed7. Sometimes, mediation can solve bullying issues. This is done by the Advisory Development and Research Services7.
By getting advice and dealing with the problem directly, staff can work together to stop workplace bullying. This can make the work area better for everyone567.
Formal Complaint Procedures
If dealing with bullying informally hasn’t worked, it’s time for a formal complaint8. You’ll need to follow your company’s complaint process. This often means writing down your complaint for your manager to look at. If your workplace doesn’t have its own rules for complaints, don’t worry. You can follow a standard set of steps8.
Following the Company’s Grievance Policy
It’s key to stick to the grievance process laid out by your employer8. Usually, someone independent will check out your complaint first8. If they find your complaint is valid, steps will be taken to stop the bullying8.
You can ask for another check if you don’t agree with the first result8. If it comes to this, getting advice from an employment law expert is a good move8.
Don’t worry about getting in trouble for speaking up. Employers are meant to look into your complaint without harming you8. They should put your safety and well-being first8.
If you think your case isn’t getting fair attention, talking to HR or getting legal advice might help8. They can guide you through the complaint process and make sure your rights are respected8.
“24% of employees believe workplace bullying and harassment is overlooked by their employer.”9
Taking on workplace bullying formally can be hard, but it’s the right thing to do to protect your rights and work in a safe place10. By sticking to the proper procedures and seeking help, you can make a difference. Ensure your case is thoroughly looked into8.
| Formal Grievance Procedure | Stage 1 | Stage 2 |
|---|---|---|
| Submit written complaint | Investigation by impartial party | Appeal decision if unsatisfied |
| Outline details of bullying | Determine validity of complaint | Seek support from legal expert |
| Request formal investigation | Take appropriate action | Ensure no victimisation |
Documenting the Bullying Incidents
Keeping a record of bullying at work is very important. It helps protect your rights. And if you go to court, it makes your case strong11. You should write down every bullying thing that happens. Keep copies of any important papers too.
This record is very useful if you decide to complain officially or if you need to go to court11. Many people call the National Bullying Helpline about bullying at work. They often ask about their legal options11.
Employers must deal with bullying complaints quickly. They should make sure work is a safe, calm place. Bullying can make people feel sick and stressed. By writing it all down, you show how it affects you11.
If you want to make an official complaint, know your rights. Resolving workplace conflicts well makes work better for everyone. Managers must help solve problems to keep the work environment friendly11.
Also, bosses must follow laws to keep work safe. This includes stopping bullying. A risk assessment can help stop bullying at work12.
Bullying related to things like gender identity or sexual orientation is against the Equality Act 201012. You can push for protection if your situation does not fit the Equality Act. You might use the court under the Protection from Harassment Act 199712.
In 2019, 80% of teachers said they experienced bullying at work. Most cases involved school leaders. The stress of high expectations, lack of resources, and constant change can lead to bullying13.
Laws like the Equality Act 2010 and the Health and Safety Act 1974 protect workers. They make employers deal with discrimination and bullying. Bullying makes mental health worse. This can lead to many problems, like insomnia or depression13.
Keep track of every bullying incident to help your case. This could make a difference in solving the issue. It not only protects you but also helps make the work environment better for everyone.
What to Do If I’m Bullied at Work
Workplace bullying is a big problem that can really harm us. It impacts our health and how well we work. If someone bullies us at work, we should act and get help14.
Consulting Employee Representatives
First, we should talk to our company’s representatives. These can be union members or the HR team. They will guide us on what to do. They help us report the bullying and find a way to stop it15.
Seeking Professional Legal Advice
But if the bullying doesn’t stop, we might need a lawyer. Proving workplace bullying can be tough. Yet, a legal expert can check our case. They will tell us what we can do, like going to court1416.
Importantly, we are not alone in facing workplace bullying. Many workers in the UK and around the world deal with it too15. By being active and getting help, we can fight bullying. This makes our work a better and fairer place for everyone.
Most importantly, don’t stay quiet if bullied at work. Bullying stops if we speak out and use the help available. This action returns the control to us. It helps protect our mental health and our ability to work well141516.
Legal Options for Workplace Bullying
Dealing with workplace bullying means knowing your legal rights. Unfortunately, bullying alone can’t always be legally acted on. But, there are laws against discrimination and harassment that can help you. For example, if bullying forces you to quit, you might have a claim. Yet, proving this claim can be tough17.
Understanding Discrimination and Harassment Laws
The Equality Act 2010 defines harassment as any conduct making you feel less respected or in a bad place17. This covers things like harsh words, prying into your personal life, rude actions, or seeing or hearing things that make you uncomfortable17. It’s considered harassment only when it’s linked to who you are, like your background or beliefs1718.
There’s also sexual harassment. This means unwanted sexual behaviour that makes your work space unfriendly or scary17. Yet, the law protects you. It says you can’t be treated worse for speaking up against harassment17.
Claiming Constructive Dismissal
If bullying makes you quit, you might have a case for constructive dismissal19. But, it’s not easy to prove. You must show your employer’s actions made your job so bad, you had no other choice but to leave19. In such cases, it’s crucial to get advice from a specialist. They can help you navigate the legal scene19.
It’s important to follow your workplace’s steps for addressing complaints. Also, working closely with a legal expert is advised18. Although the path may seem difficult, knowing your legal options and getting the right support are key to dealing with bullying at work18.
“Harassment must involve unwanted conduct that violates dignity, creates hostile conditions, offends, intimidates, or degrades the individual.”
Escalation Paths and Reporting
If workplace bullying keeps happening, even after you follow your job’s rules on complaints, it’s time to take more serious steps. One big move is to get the human resources (HR) department involved20. They are key in looking into your complaint and finding ways to make things right.
This kind of bullying can be really harmful, not just for those being bullied but also for the company as a whole. A survey by Monster showed that almost everyone, about 90%, has faced workplace bullying directly20. Shockingly, 65% of those bullied end up losing their job20. With HR’s help, we can make sure your issue is handled seriously and solved fairly.
Engaging with HR
When you talk to HR, make sure to give them a full report of what you’ve been through, and include any proof you have. This could be emails, recordings, or statements from others who saw what happened. HR will then look into it and figure out how to help.
About half of people who responded to the Monster poll said they’ve been bullied by a boss, and almost 40% said it was by a colleague20. This shows why it’s so important for HR to be fair and unbiased—even if the bully is someone in a higher position.
Same-sex bullying is another issue HR must be ready to deal with. In cases where the bully and the bullied are of the same sex, the stats suggest a common trend: 65% of the time, it’s men bullying women, and 33% of the time, it’s women bullying other women20. Knowing this helps HR understand the situation better and come up with good ways to stop it.
Workplace Investigations and Conflict Resolution
HR will talk to everyone involved and look at the rules at your workplace, as well as other evidence. This is how they decide what should be done, like giving warnings, bringing people together to talk it out, or suggesting ways to make things better.
In some cases, bullying might involve being aggressive or speaking badly, or sending nasty messages. The Monster poll found that this was true in 23% of the situations20. Gossip was another common problem, making up 20% of cases20. HR can help stop these actions and help everyone work in a more friendly and respectful place.
Getting HR involved and following your job’s rules on complaints can make a big difference in how bullying is handled. This joint effort not only supports everyone’s right to dignity and safety at work but also helps the company have a better, more positive atmosphere for working202122.
Union Support and Representation
Every employee has the right to get help from a trade union if they’re being bullied at work23. Trade unions do a lot to make sure we’re treated fairly. They know how to deal with workplace problems and stand up for our rights. It’s important to know what unions can do for us. This way, we can stop workplace bullying and find fair solutions.
Understanding the Role of Unions
Trade unions look after workers’ interests together. When bullying happens, they guide us and give us a hand. They make sure we know our rights and can make formal complaints. They also help when we need to talk to our bosses as a group to fix big issues24. Union reps can be there for us in meetings. They make sure we’re listened to during the complaint process.
Unions are key in making workplaces better. They push for rules that stop bullying and unfair treatment. And they check that bosses keep the workplace safe and respectful25. Joining a union makes us stronger. It helps us deal well with bullying problems at work.
| Key Union Capabilities | Benefits for Employees |
|---|---|
| Advising on workplace rights and grievance procedures | Navigating complex issues and ensuring fair treatment |
| Representing employees in disputes with employers | Advocating for our interests and amplifying our voices |
| Negotiating collective bargaining agreements | Addressing systemic problems and securing better working conditions |
| Promoting anti-bullying and anti-discrimination policies | Fostering a more respectful and inclusive workplace |
Working closely with our unions helps us fight bullying at work232524. It lets us use union power alongside our own to make things better. Together, we can solve issues and make our workplaces nicer places to be.
“Unions can be a powerful ally in our fight against workplace bullying. They provide the expertise, resources, and collective voice we need to stand up for our rights and create lasting change.”
Creating a Positive Workplace Culture
Making a workplace where everyone feels included stops bullying. It makes staff respect each other more. Employers should work hard to ensure all employees feel valued and secure26.
Promoting Respect and Inclusivity
Respect and inclusivity are key in a great workplace culture. We can do this by setting strong rules against bullying, teaching employees well, and showing good behaviour ourselves27.
- Develop clear and comprehensive anti-bullying policies that outline unacceptable behaviours, reporting procedures, and consequences for violations.
- Offer regular employee training sessions on workplace conduct, conflict resolution, and fostering a culture of respect and inclusion.
- Encourage open communication and actively listen to employee concerns, ensuring everyone feels their voice is heard and their needs are addressed.
- Promote team-building activities and social events that bring employees together and foster a sense of community.
- Lead by example, demonstrating respectful and inclusive behaviour in all interactions with staff.
Putting effort into a good workplace culture means everyone is respected28. This improves how people feel and work, making the company better as a whole.
| Positive Workplace Culture Attributes | Negative Workplace Culture Attributes |
|---|---|
| Respect, Inclusion, Open Communication, Empowerment, Collaboration | Bullying, Discrimination, Hostility, Mistrust, Isolation |
It takes ongoing teamwork to build a positive workplace. Everyone must value respect, inclusion, and well-being. Then, everyone can do well and help the business succeed262728.
“A positive workplace culture is not just a nice-to-have, but a necessity for organisational success. It fosters employee engagement, productivity, and innovation – all of which are critical for thriving in today’s competitive business landscape.”
Employer Responsibilities
As a boss, our top priority is keeping our workplace safe and healthy. We must deal with bullying seriously. It harms both the ones bullied and our whole team29.
Implementing Anti-Bullying Policies
We have clear rules against bullying. Our policies describe what bullying is, how to report it, and what happens to bullies24. This makes our workplace stand against any bullying and harassment.
Providing Employee Training
We don’t just have rules; we also teach our team to spot and stop bullying. Everyone learns about bullying and its effects. They also know how to report and solve problems27. This helps everyone make our workplace a kind and fair place.
Stopping bullying at work is very important. With good rules and teaching everyone, we make a place where safety and kindness matter292427.
“Creating a workplace culture that is intolerant of bullying and harassment is not just a legal obligation, but a moral imperative. It’s our responsibility as employers to ensure our employees feel safe, respected, and empowered to thrive.” – [Expert Name], HR Consultant
Conclusion
Workplace bullying can really hurt employees and the work atmosphere. Studies show that more than 60% of workers have been bullied at work. Older workers and people of different genders face their own kinds of bullying30. Yet, there are ways to combat this issue. You can start by talking about it informally or escalate to making a formal complaint or even taking legal action.
Employers must do their part to stop bullying. They should have clear rules, train their staff, and promote a culture of respect and inclusion. If bullying happens, they need to quickly investigate. These investigations must be fair, thorough, and they should involve people with no bias. They’ll look into the issue, gather facts, and recommend the right steps31.
Knowing their rights and employers’ obligations can help workers fight back against bullying. Dealing with this problem can make things better for employees. It can boost workplace happiness, productivity, and make organisations stronger32. We should all work towards making workplaces welcoming and free of bullying.
Source Links
- https://www.nationalbullyinghelpline.co.uk/law.html
- https://www.nidirect.gov.uk/articles/bullying-workplace
- https://www.acas.org.uk/bullying-at-work
- https://www.nhs.uk/mental-health/advice-for-life-situations-and-events/support-for-workplace-bullying/
- https://psyche.co/guides/how-to-respond-and-seek-help-when-youre-bullied-at-work
- https://www.smartpension.co.uk/news-and-media/how-to-handle-workplace-bullying
- https://www.hsa.ie/eng/workplace_health/bullying_at_work/are_you_being_bullied/
- https://www.nationalbullyinghelpline.co.uk/workplace-grievance.html
- https://www.caba.org.uk/career/supporting-your-employees/workplace-bullying.html
- https://lawassistance.secureclient.co.uk/la/index.cfm?event=base:article&node=A76056D77153
- https://www.nationalbullyinghelpline.co.uk/questions.html
- https://www.unison.org.uk/get-help/knowledge/discrimination/bullying-and-harassment/
- https://www.educationsupport.org.uk/resources/for-individuals/guides/bullying-and-harassment/
- https://www.acas.org.uk/bullying-at-work/if-you-think-youre-being-bullied
- https://www.linkedin.com/pulse/what-do-youre-being-bullied-work-katy-leeson
- https://leadersvalues.medium.com/what-to-do-when-youre-bullied-at-work-df8df60b3a3a
- https://www.citizensadvice.org.uk/work/discrimination-at-work/dealing-with-discrimination-at-work/checking-if-its-discrimination/if-youre-being-harassed-or-bullied-at-work/
- https://redmans.co.uk/guide/bullying-and-harassment-in-the-workplace/
- https://www.nationalbullyinghelpline.co.uk/employees.html
- https://www.monster.com/career-advice/article/workplace-bullying-what-can-you-do
- https://www.hsa.ie/eng/workplace_health/bullying_at_work/bullying_-_employee_perspective/
- https://tipt.com.au/blogs/workplace-bullying-is-a-crime/
- https://www.unison.org.uk/content/uploads/2013/07/On-line-Catalogue216953.pdf
- https://www.acas.org.uk/handling-a-bullying-discrimination-complaint
- https://valla.uk/guides/workplace-bullying-in-the-uk-your-comprehensive-5-step-guide
- https://www.linkedin.com/pulse/what-workplace-bullying-looks-like-how-you-can-take-back-kurter
- https://www.themuse.com/advice/how-to-deal-with-workplace-bullies
- https://humanrights.gov.au/our-work/employers/workplace-bullying
- https://www.verywellmind.com/what-are-the-effects-of-workplace-bullying-460628
- https://cruciallearning.com/blog/how-to-address-workplace-bullying/
- https://www.oit.edu/sites/default/files/2021/documents/How to Conduct an Internal Harassment and Bullying Investigation.pdf
- https://ileadcanada.ca/bullied-no-longer-the-conclusion-workplace/
