What is Workplace Harassment?
Workplace harassment is any unwanted behaviour or conduct at work that makes someone feel intimidated, degraded, humiliated, or offended. Under UK law, harassment often refers to actions related to certain protected characteristics, such as age, race, sex, disability, religion or belief, sexual orientation, or gender reassignment. The Equality Act 2010 is the main piece of legislation that protects employees from harassment in the workplace.
Harassment can take many forms, including:
Verbal abuse: Insults, offensive jokes, or inappropriate comments about someone’s appearance, background, or beliefs.
Physical actions: Unwanted touching, gestures, or intimidating body language.
Written or visual material: Offensive emails, texts, posters, or images shared in the workplace.
Exclusion: Deliberately isolating someone from meetings or social events.
It’s important to note the difference between harassment and other workplace problems. For example, bullying is repeated behaviour that intends to hurt or undermine someone, but it might not always be related to a protected characteristic. Assault, on the other hand, involves physical violence and is a criminal matter. Harassment is unique because it is specifically linked to unwanted conduct relating to protected characteristics, and it is recognised and covered by specific legal protections.
Understanding what counts as workplace harassment is important for both employees and employers. Recognising the signs early can help prevent escalation, protect well-being, and ensure a safer, more respectful work environment. If you experience or witness harassment, you have the right to raise the issue and seek support. Employers have a legal duty to take reasonable steps to prevent and address harassment at work.
For a broader look at various challenges you might face in the workplace, including harassment, bullying, discrimination, and more, visit our guide on Workplace Issues. This can help you understand your rights and the actions you can take to protect yourself and your colleagues.
Types and Examples of Workplace Harassment
Workplace harassment can take many forms, and understanding these is key to recognising when behaviour crosses the line. Under the Equality Act 2010, harassment is defined as unwanted conduct related to a protected characteristic (such as age, gender, race, religion, or disability) that has the purpose or effect of violating someone’s dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment. However, harassment can also occur outside of these protected characteristics, for example, through bullying or general abuse.
Verbal harassment includes offensive comments, jokes, or insults directed at an individual. This can be related to someone’s appearance, background, or personal beliefs, but it can also include persistent criticism, shouting, or spreading malicious rumours. For example, repeatedly making derogatory remarks about a colleague’s accent or religion, or mocking someone’s disability, are clear forms of verbal harassment.
Physical forms of harassment involve any unwanted physical contact or threatening behaviour. This might include pushing, blocking someone’s way, or invading personal space in an aggressive manner. Even gestures, such as raising a fist or making threatening movements, can constitute harassment if they make someone feel unsafe.
Sexual harassment refers to unwanted behaviour of a sexual nature. This can range from inappropriate comments or jokes, to unwelcome touching, suggestive emails, or displaying sexually explicit images in the workplace. For example, making lewd remarks about a colleague’s appearance, sending unwanted flirtatious messages, or unnecessary physical contact can all be forms of sexual harassment. The law is clear that such conduct is unacceptable, regardless of whether the intention was to offend.
Harassment often overlaps with discrimination, especially when the unwanted conduct is related to a protected characteristic. For instance, repeatedly excluding someone from team activities because of their race or gender, or mocking a colleague’s religious practices, are both examples of discriminatory harassment. To learn more about how harassment and discrimination intersect, visit our page on Workplace Discrimination.
Harassment can be subtle and may not always be obvious at first. It can manifest in day-to-day interactions, such as:
Deliberately ignoring or isolating a colleague
Assigning impossible tasks to set someone up to fail
Regularly undermining someone’s work or spreading false information
Making offensive jokes under the guise of “banter”
It’s important to recognise that while harassment and Workplace Bullying are closely related, they are not always the same. Bullying can involve repeated negative behaviour that may not be linked to a protected characteristic, whereas harassment under UK law specifically relates to conduct connected to those protected characteristics. However, both create a hostile work environment and are unacceptable.
Understanding these types and examples of workplace harassment can help you identify inappropriate behaviour early and take steps to address it. If you believe you are experiencing harassment, it’s important to seek advice and support, and to familiarise yourself with your rights under UK employment law.
Legal Protections Against Workplace Harassment in the UK
In the UK, employees are protected from workplace harassment by robust laws designed to create safe and respectful working environments. The main piece of legislation covering workplace harassment is the Equality Act 2010, which brings together previous anti-discrimination laws into a single, comprehensive framework.
The Equality Act 2010 makes it unlawful to harass someone at work because of certain personal characteristics, known as “protected characteristics.” These include:
Age
Disability
Gender reassignment
Marriage and civil partnership
Pregnancy and maternity
Race (including colour, nationality, and ethnic or national origin)
Religion or belief
Sex
Sexual orientation
Harassment related to any of these characteristics is prohibited by law, whether it is direct, indirect, or even if it is based on a mistaken belief about someone’s characteristic.
Under the Equality Act 2010, harassment is defined as unwanted conduct related to a protected characteristic that has the purpose or effect of violating a person’s dignity, or creating an intimidating, hostile, degrading, humiliating, or offensive environment for them. This can include behaviour such as:
Offensive jokes, comments, or banter
Unwelcome physical contact
Displaying or sharing offensive material
Bullying or intimidation
Excluding someone because of a protected characteristic
Importantly, the law recognises that harassment does not have to be intentional—if the conduct has the effect described above, it may still be unlawful.
Employers in the UK have a legal duty to prevent harassment in the workplace. This includes:
Taking reasonable steps to protect employees, such as having clear anti-harassment policies and procedures
Providing training on acceptable behaviour
Investigating complaints promptly and thoroughly
Taking appropriate action against those who harass others
If an employer fails to take these responsibilities seriously, they can be held legally responsible for harassment that occurs at work.
If you experience harassment at work, you have the right to take action. Employees are protected from victimisation if they complain about harassment or support someone else’s complaint. You can:
Raise the issue informally or formally with your employer
Submit a grievance if the problem is not resolved
Make a claim to an employment tribunal if necessary
You also have protection against retaliation for reporting harassment or participating in investigations.
For a deeper understanding of your employee rights and the steps you can take if you are affected by workplace harassment, visit our dedicated page.
If you believe you are being harassed at work:
Keep a record of incidents, including dates, times, and witnesses
Review your employer’s harassment policy
Seek advice from HR, a union representative, or an external support organisation
Understanding your legal protections is the first step towards a safer and fairer workplace. Remember, everyone has the right to work in an environment free from harassment and discrimination.
How to Recognise and Respond to Workplace Harassment
Recognising workplace harassment can sometimes be difficult, as it doesn’t always involve obvious or dramatic behaviour. Harassment is defined under the Equality Act 2010 as unwanted conduct related to a protected characteristic (such as age, gender, race, disability, religion, or sexual orientation) that has the purpose or effect of violating someone’s dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment.
Common signs that someone may be experiencing harassment at work include:
Repeated negative comments or jokes about someone’s personal characteristics
Unwelcome physical contact or invasion of personal space
Exclusion from meetings, projects, or social events
Spreading of rumours or malicious gossip
Intimidating, bullying, or threatening behaviour
Unfair or excessive criticism that isn’t related to work performance
Victims may show signs of stress, anxiety, loss of confidence, or a sudden drop in work performance. Sometimes, colleagues may notice changes in behaviour, such as withdrawal or reluctance to participate in team activities.
If you believe you are experiencing harassment at work, it’s important to take action:
Keep a Record: Write down details of each incident, including dates, times, what was said or done, and any witnesses. This documentation can be crucial if you need to make a formal complaint later.
Speak Up: If you feel safe to do so, consider telling the person that their behaviour is unwelcome and must stop. Sometimes, people are unaware that their actions are causing distress.
Seek Support: Talk to a trusted colleague, trade union representative, or a member of staff support services. Having someone to discuss the situation with can help you feel less isolated.
Report the Behaviour: Raise your concerns with your manager or supervisor. If the harasser is your manager, you can approach another manager or the HR department.
Managers and HR teams have a legal duty to prevent and address harassment in the workplace. They should take all complaints seriously, investigate promptly, and ensure that no one faces retaliation for speaking up. Employers are expected to have clear anti-harassment policies and provide staff with information about how to report concerns.
If informal steps do not resolve the issue, or if you feel unable to address it directly, you have the right to raise a formal complaint. Every workplace should have a clear process for dealing with grievances. Following the grievance procedures can help ensure your complaint is handled fairly and in line with the law.
Remember, you are protected from victimisation for making a complaint about harassment. If you need further guidance or support, consider seeking advice from an employment lawyer or contacting organisations such as ACAS (Advisory, Conciliation and Arbitration Service).
Taking action against workplace harassment can be challenging, but recognising the signs and knowing your rights are important first steps towards a safer and more respectful working environment.
Raising a Complaint and Seeking Remedies
If you experience harassment at work, it’s important to know how to raise your concerns and what remedies may be available. UK law, including the Equality Act 2010, protects employees from harassment related to protected characteristics such as age, gender, race, disability, and more. Here’s what you need to know about formally addressing workplace harassment and seeking a resolution.
The first step is usually to raise the issue internally. Most employers have a formal process for dealing with complaints, often set out in their grievance procedures. You should check your staff handbook or company policies for details. Typically, you will need to:
Put your complaint in writing: Clearly describe what happened, when and where it occurred, and who was involved. Include any evidence, such as emails, messages, or witness statements.
Submit your complaint: Send your written complaint to your line manager, HR department, or the person specified in your workplace policy.
Keep records: Maintain copies of all correspondence and notes about incidents and meetings. This can be vital if the issue is not resolved internally.
Once you raise a complaint, your employer should investigate promptly and fairly. This usually involves:
Interviewing relevant people: This may include you, the person accused, and any witnesses.
Reviewing evidence: Emails, CCTV, or other documents may be considered.
Maintaining confidentiality: Details should be shared only with those directly involved in resolving the complaint.
You have the right to be accompanied at meetings by a colleague or trade union representative. The process should be thorough and unbiased, with both sides given an opportunity to explain their version of events.
After the investigation, your employer should inform you of the outcome and any actions they plan to take. Possible remedies include:
Disciplinary action: If harassment is proven, the perpetrator may face disciplinary measures, up to and including dismissal.
Mediation: In some cases, mediation may help resolve the issue, especially if both parties agree.
Changes to working arrangements: This could involve changing shifts, reporting lines, or work locations to prevent further issues.
Compensation: In certain situations, you may be entitled to financial compensation, particularly if the harassment has caused you financial loss or distress.
If you are unhappy with the outcome, you can usually appeal under your employer’s grievance procedures.
If your employer does not resolve your complaint satisfactorily, you have the right to take further action. This may include:
Making a claim to an Employment Tribunal: You can bring a claim for harassment under the Equality Act 2010. Be aware that strict time limits apply—generally, you must start the process within three months less one day from the last incident of harassment.
Seeking advice from ACAS or a legal adviser: ACAS (Advisory, Conciliation and Arbitration Service) offers free and impartial advice and can help you explore early conciliation before starting a tribunal claim.
Throughout the process, it’s crucial to keep detailed records of all incidents, communications, and steps you take. This documentation can be essential if you need to escalate your complaint outside your workplace.
You may also wish to seek independent advice to fully understand your employee rights and the protections available to you under UK law. Knowing your rights can help you navigate the process with confidence and ensure your concerns are taken seriously.
For more information on formal workplace complaints and your legal options, see our guide on grievance procedures.
Impact of Workplace Harassment on Health and Work
Workplace harassment can have serious and lasting effects on both your health and your ability to do your job. Experiencing harassment—whether it’s bullying, unwanted behaviour, or discrimination—can lead to a range of mental health issues. Common effects include increased stress, anxiety, depression, and loss of confidence. Some people may also experience physical symptoms such as headaches, trouble sleeping, or stomach problems linked to the emotional strain.
These health impacts can make it difficult to concentrate at work, meet deadlines, or feel motivated. You might find that your work performance suffers, or that you need to take time off to recover. In some cases, employees may start to avoid coming to work altogether, leading to higher rates of absence.
If harassment at work causes you to become ill or too stressed to continue working, you have the right to take time off. Under UK law, employees are entitled to sick leave and sick pay if they’re unwell due to work-related stress or any other health condition. Your employer cannot treat you unfairly for taking sick leave related to harassment, and you may be entitled to Statutory Sick Pay (SSP) or contractual sick pay, depending on your employment terms.
It’s important to seek medical help if you’re struggling with your mental or physical health because of workplace harassment. Your GP can provide advice, sign you off work if necessary, and refer you to counselling or other support services. Keeping records of your symptoms and any medical advice you receive can also help if you need to make a formal complaint or claim later on.
Remember, you do not have to face workplace harassment alone. Support is available, and understanding your rights can help you take practical steps to protect your health and wellbeing.
Related Workplace Issues
Workplace harassment is just one of several serious issues that can affect employees’ wellbeing and safety at work. Understanding how harassment connects with other workplace problems can help you recognise the full scope of your rights and the protections available under UK law.
Workplace accidents are unexpected events that can cause physical or psychological harm while on the job. These incidents may sometimes result from a hostile environment or unsafe practices linked to harassment, such as being deliberately excluded from safety briefings or given hazardous tasks as a form of intimidation. To learn more about what constitutes an accident at work and your rights if you are affected, see our guide on Workplace Accidents.
Similarly, workplace injury covers any harm suffered at work, whether physical or psychological. Harassment can lead to stress, anxiety, or even physical injury if it escalates. The law, including the Health and Safety at Work Act 1974, requires employers to protect employees from harm—including harm caused by harassment. For further details on how to deal with injuries at work, visit our Workplace Injury page.
Workplace bullying is closely related to harassment and often involves repeated, unwanted behaviour that undermines or humiliates an employee. While harassment usually relates to ‘protected characteristics’ under the Equality Act 2010 (such as age, race, sex, or disability), bullying may not always be linked to these characteristics but can still create a toxic environment. If you are experiencing persistent negative treatment at work, our Workplace Bullying resource can help you identify your options.
Another related issue is workplace assault, which refers to any act of physical violence or threat of violence at work. Assault can sometimes be the most extreme form of harassment, and it is both a criminal offence and a breach of employment law. Employers have a duty to prevent assault and ensure a safe workplace. For more information about your rights and what steps to take if you are assaulted at work, see Workplace Assault.
Lastly, workplace discrimination involves unfair treatment based on protected characteristics such as race, gender, religion, or disability. Harassment is a form of discrimination when it targets someone for these reasons. The Equality Act 2010 sets out clear protections against both harassment and discrimination, making it unlawful for employers to allow such behaviour. To better understand the types of discrimination and how to address them, visit our Workplace Discrimination page.
These workplace issues often overlap. For example, harassment can lead to bullying, discrimination, or even physical injury. Recognising how these problems are connected can help you take the right steps to protect yourself and seek support if needed. If you are facing any of these challenges, it’s important to know your rights and to seek advice or assistance from trusted sources.
