What is Workplace Bullying?
Workplace bullying is defined in the UK as repeated, unwanted behaviour that intimidates, degrades, humiliates, or undermines an employee or group of employees. Unlike a one-off disagreement or isolated incident, bullying involves persistent actions that create a hostile or offensive work environment. While there is no single law in the UK that specifically defines workplace bullying, guidance from organisations such as ACAS and the Health and Safety Executive recognises it as a serious problem that employers must address under their general duty of care.
Bullying at work can take many forms, some obvious and others more subtle. Common examples include:
Verbal abuse: Shouting, swearing, or making offensive remarks.
Exclusion: Deliberately leaving someone out of meetings, conversations, or workplace activities.
Spreading rumours: Sharing false or malicious gossip about a colleague.
Undermining work: Sabotaging someone’s work, setting unrealistic deadlines, or constantly criticising without justification.
Intimidation: Threatening behaviour, gestures, or physical actions.
Misuse of power: Unfairly denying opportunities for training or promotion.
These behaviours can be carried out face-to-face, in writing, over the phone, or online (cyberbullying).
It’s important to distinguish bullying from other workplace issues like workplace harassment and workplace discrimination.
Workplace harassment usually refers to unwanted behaviour related to a protected characteristic (such as age, sex, race, or disability) and is specifically addressed under the Equality Act 2010.
Workplace discrimination involves treating someone unfairly or less favourably because of a protected characteristic, which is also unlawful under the Equality Act.
While bullying may overlap with harassment or discrimination, it does not have to be linked to a protected characteristic to be considered unacceptable. However, if bullying is related to a protected characteristic, it may also be harassment or discrimination under the law.
Recognising workplace bullying is crucial because it can have a serious impact on individuals’ mental health, job satisfaction, and overall wellbeing. It can also lead to high staff turnover, increased sickness absence, and damage to an organisation’s reputation. Employers have a legal duty to provide a safe working environment under the Health and Safety at Work Act 1974, which includes protecting employees from bullying and other forms of workplace abuse.
If you believe you’re experiencing bullying at work, it’s important to take action early—whether by keeping a record of incidents, seeking support from colleagues, or following your employer’s grievance procedures. Understanding what constitutes bullying is the first step toward addressing it and ensuring a respectful, fair workplace for everyone.
Legal Framework Protecting Against Workplace Bullying in the UK
Workplace bullying is a serious issue that can have a significant impact on employees’ wellbeing and workplace culture. While UK law does not recognise “bullying” as a specific criminal offence, there are several important legal protections in place to safeguard employees from harmful behaviour at work.
Although there is no single law that deals directly with workplace bullying, employees are protected under a range of employment laws and health and safety regulations. The most relevant legal frameworks include:
Employment Rights Act 1996: This act provides general protection for employees against unfair treatment, including the right not to be unfairly dismissed. If bullying leads to resignation, an employee may be able to claim constructive dismissal if they can show their employer has fundamentally breached their contract.
Equality Act 2010: If bullying is related to a protected characteristic—such as age, disability, gender reassignment, race, religion or belief, sex, or sexual orientation—it may be classed as harassment, which is unlawful under this act.
Health and Safety at Work etc. Act 1974: Employers have a legal duty to ensure, as far as is reasonably practicable, the health, safety, and welfare of their employees. This includes protecting workers from psychological harm caused by bullying.
Under the Health and Safety at Work Act, employers must take reasonable steps to prevent risks to both physical and mental health. This means that employers are expected to create a safe working environment, which includes taking action to stop bullying and addressing any complaints swiftly and fairly.
The Health and Safety Executive (HSE) provides guidance for employers on managing stress and preventing workplace bullying. Employers who fail to protect staff from bullying could be investigated by the HSE or local authorities and may face enforcement action.
Employers are legally responsible for preventing and addressing bullying at work. This includes:
Having clear policies and procedures for dealing with bullying and harassment.
Taking all complaints seriously and investigating them promptly.
Providing training to managers and staff on recognising and preventing bullying.
Supporting affected employees and taking appropriate disciplinary action against perpetrators.
Failing to take reasonable steps to prevent bullying can leave employers open to legal claims and reputational damage.
While bullying itself is not a stand-alone claim at an employment tribunal, employees may still be able to bring a claim if the bullying amounts to harassment under the Equality Act 2010, or if it results in unfair or constructive dismissal. Tribunals can award compensation and order employers to take corrective action if they find in favour of the employee.
If you believe you are being bullied at work, it’s important to keep records of incidents and seek advice as early as possible. You may also want to explore related workplace issues to understand your rights and the options available to you.
Understanding the legal framework is the first step towards protecting yourself and ensuring a fair, respectful workplace for everyone.
Recognising Workplace Bullying: Signs and Examples
Understanding whether you are experiencing workplace bullying can sometimes be difficult, especially as bullying behaviour is not always obvious or overt. Under UK law, while there is no specific statute that defines “workplace bullying,” employers have a legal duty of care under the Health and Safety at Work etc. Act 1974 to protect the health, safety, and welfare of employees. Additionally, the Advisory, Conciliation and Arbitration Service (ACAS) provides clear guidance on what constitutes bullying at work.
Workplace bullying is repeated, unreasonable behaviour directed towards an individual or group, intended to intimidate, degrade, humiliate, or undermine. It can occur between colleagues, managers and subordinates, or even from clients and customers. Bullying is not limited to face-to-face interactions; it can also happen via email, phone, or social media.
Ask yourself the following questions:
Do you regularly feel anxious, stressed, or fearful about going to work?
Have you noticed a pattern of negative behaviour from a particular person or group?
Are you being singled out or treated differently without a valid reason?
If you answer “yes” to any of these, you may be experiencing workplace bullying.
Some typical signs that you may be experiencing bullying at work include:
Feeling Intimidated or Threatened: You may feel nervous or frightened around certain colleagues or managers.
Unfair Criticism: Receiving constant, unwarranted criticism about your work or personal life, especially in front of others.
Isolation: Being deliberately excluded from meetings, conversations, or social events.
Undermining Your Work: Having your work sabotaged, ignored, or taken credit for by someone else.
Spreading Rumours: Colleagues gossiping or spreading false information about you.
Excessive Monitoring: Being micro-managed or excessively monitored in a way that is not applied to others.
Unreasonable Work Demands: Being given impossible deadlines or workloads, or being set up to fail.
Verbal Abuse: Being shouted at, insulted, or subjected to offensive jokes or language.
It’s important to note that a single incident, while serious, may not always be classed as bullying. Bullying usually involves a pattern of behaviour over time.
To help you recognise bullying, here are some practical examples:
A manager consistently criticises your work without offering constructive feedback, often in front of your colleagues.
You are excluded from important team meetings or denied information needed to do your job properly.
A coworker spreads malicious rumours about you, damaging your reputation.
Someone deliberately withholds resources or support, making your job unnecessarily difficult.
You receive threatening or demeaning emails or messages, either privately or in group communications.
Your achievements are repeatedly dismissed or attributed to others.
Workplace bullying can have serious effects on your mental and physical health. Many people experience symptoms such as:
Anxiety, depression, or loss of confidence
Difficulty sleeping or concentrating
Headaches, stomach problems, or other stress-related illnesses
Reduced motivation and productivity at work
Over time, bullying can lead to absenteeism, diminished job satisfaction, and even the decision to leave your job. Employers who fail to address bullying risk breaching their duty of care under UK law, and may be liable for claims of constructive dismissal if an employee feels forced to resign due to a hostile work environment.
Recognising the signs of workplace bullying is the first step towards seeking help and taking action. If you believe you are being bullied, it is important to document incidents, speak to someone you trust, and consider your options for addressing the issue.
Your Rights as an Employee Facing Bullying
As an employee in the UK, you are legally entitled to a safe and respectful workplace. This means you have the right to work in an environment free from bullying, harassment, or any behaviour that makes you feel intimidated or degraded. Your employer has a duty of care under the Health and Safety at Work Act 1974 to protect your wellbeing at work, including taking reasonable steps to prevent bullying.
If you experience bullying at work, you have the right to raise your concerns with your employer. This could be done informally by speaking to your manager or HR department, or formally through your organisation’s grievance procedure. The law protects you from being treated unfairly or dismissed simply because you have made a complaint about bullying. This protection is reinforced by the Employment Rights Act 1996, which makes it unlawful for your employer to victimise you for raising genuine concerns.
In some cases, workplace bullying may involve illegal conduct, such as discrimination based on age, sex, race, disability, religion, or other protected characteristics under the Equality Act 2010. If you believe the bullying involves criminal behaviour (for example, assault or harassment), or if you are reporting wrongdoing that affects others (such as health and safety breaches), you may be protected as a whistleblower. The Public Interest Disclosure Act 1998 gives you specific rights if you disclose certain types of wrongdoing, ensuring you are not dismissed or penalised for speaking up.
If bullying at work is affecting your health or ability to do your job, you have the right to request reasonable adjustments. These might include changes to your working hours, location, or duties to help you cope. Employers are legally required to consider such requests, especially if you have a disability that is being impacted by the bullying. You can find more information about flexible working arrangements and accommodations that may help reduce the impact of bullying and support your wellbeing.
Remember, you do not have to face workplace bullying alone. Understanding your rights is the first step towards protecting yourself and taking action. If you are unsure about your options, consider seeking advice from a trade union, Citizens Advice, or a specialist employment solicitor.
Steps to Take if You Experience Workplace Bullying
If you are experiencing bullying at work, it’s important to take clear, practical steps to protect yourself and address the situation. Here’s what you should do:
Start by keeping a detailed record of each bullying incident. Note the date, time, location, people involved, and what was said or done. Save any relevant emails, messages, or documents. This evidence can be crucial if you need to make a formal complaint or take further action.
Whenever possible, raise your concerns with your line manager. If the bullying involves your manager, approach another trusted manager or your HR department. Reporting the issue early can sometimes resolve the problem informally and prevent it from escalating.
If informal steps do not stop the bullying, consider making a formal complaint using your employer’s grievance procedure. This is a structured process set out in your staff handbook or contract. Under the [Acas Code of Practice on Disciplinary and Grievance Procedures](https://www.acas.org.uk/acas-code-of-practice-on-disciplinary-and-grievance-procedures), your employer should investigate your complaint promptly and fairly. Make sure to submit your complaint in writing, clearly describing what has happened and including your evidence.
If you are a member of a trade union, contact your representative for advice and support. Trade unions can help you understand your rights, accompany you to meetings, and advocate on your behalf. If your workplace has employee representatives, they can also offer guidance and support throughout the process.
If the bullying continues or your employer does not deal with your complaint properly, you may need to seek legal advice. Bullying itself is not a specific offence under UK law, but if it involves discrimination (for example, based on age, gender, race, disability, religion, or sexual orientation), it may be unlawful under the Equality Act 2010. In serious cases, you may have grounds for a claim at an employment tribunal for constructive dismissal or discrimination.
Before taking legal action, you must usually follow your employer’s grievance procedure and notify Acas, who will offer Early Conciliation to try to resolve the dispute. Strict time limits apply: you generally have three months less one day from the last incident to start tribunal proceedings.
For more information on your rights at work and dealing with similar problems, see our page on workplace issues.
Related Workplace Issues to Be Aware Of
Workplace bullying often overlaps with other serious workplace issues, and it’s important to understand the differences so you can take the right steps to protect yourself. Below, we outline some related problems that may occur alongside bullying or sometimes be mistaken for it. Recognising the distinctions can help you decide how best to address your situation.
Workplace Accidents
A workplace accident is an unexpected incident that causes injury or harm while you’re at work. This could be anything from slipping on a wet floor to being injured by faulty equipment. While accidents are usually unintentional, bullying can sometimes create unsafe environments that increase the risk of accidents. For more on your rights and what to do if you’ve been hurt at work, see our page on workplace accidents.
Workplace Assault
Assault in the workplace involves deliberate physical attacks or threats of violence. Unlike bullying, which can include psychological abuse and repeated negative behaviour, assault is a criminal offence and may require police involvement. If bullying escalates to physical harm, it may be considered workplace assault, and you should seek immediate help.
Workplace Discrimination
Discrimination happens when someone is treated unfairly because of a protected characteristic such as age, race, gender, disability, religion, or sexual orientation. The Equality Act 2010 protects employees from discrimination at work. Sometimes, bullying is linked to discrimination, especially if the negative behaviour targets someone’s protected characteristic. Learn more about your rights and how to take action on workplace discrimination.
Workplace Harassment
Harassment is unwanted behaviour that creates a hostile, intimidating, or offensive environment. It often overlaps with bullying, especially when it relates to a protected characteristic under the Equality Act 2010. However, harassment has a specific legal definition and can be grounds for legal action. If you believe you’re being targeted in this way, visit our page on workplace harassment for guidance.
Workplace Injury
A workplace injury is any harm suffered as a result of your job, whether from a single incident or ongoing unsafe conditions. Bullying can sometimes lead to stress-related illnesses or even physical injuries. If you’ve experienced harm due to bullying or unsafe practices, you may find helpful information on our workplace injury page.
Understanding these related issues is crucial. While bullying is not always a specific legal offence in itself, it can lead to situations covered by other laws—such as those protecting against discrimination or harassment, or regulations ensuring health and safety at work. If you’re unsure which category your experience falls into, exploring these topics can help you identify your rights and the appropriate steps to take.
