Workplace Bullying, Harassment and Discrimination

Bullying can come from a manager, colleague, group, customer or other third party. It may include:

• repeated unfair criticism, humiliation, shouting or undermining
• spreading rumours, excluding somebody or withholding information they need
• unreasonable workloads, impossible deadlines or deliberately setting somebody up to fail
• threats, intimidating conduct or misuse of authority
• abusive emails, messages, group-chat behaviour or conduct in remote meetings

Bullying can also be directed upwards at a manager, or come from customers, clients, contractors or members of the public. A difficult management decision or reasonable feedback is not automatically bullying, but it should still be communicated fairly and respectfully.

In Great Britain there is no standalone law or single legal definition specifically covering bullying at work. However, the conduct may be unlawful discrimination or harassment under the Equality Act 2010 when the legal tests are met, including where it is connected to a protected characteristic. Sexual harassment is a separate form of unlawful harassment.

Northern Ireland has different equality legislation and processes. The Equality Commission for Northern Ireland can explain the relevant rules. Whether behaviour is unlawful depends on the facts, so get individual advice rather than relying on labels alone.

• Keep a factual, dated log of what was said or done, where it happened and who was present.
• Save relevant emails, messages, meeting invitations and documents lawfully.
• Note witnesses and any effect on your work or health.
• Keep copies of relevant workplace policies and your reports or grievance correspondence.
• Do not take confidential employer or customer information that you are not entitled to keep.

Secret recordings can raise legal, privacy and workplace-conduct issues. Get advice before making or relying on one.

An informal conversation may help where you feel safe, the issue is suitable for discussion and you are clear about the behaviour that needs to stop. You can ask a manager, HR or union representative to support you. You do not have to confront somebody alone.

If informal action is unsafe, unsuitable or unsuccessful, put a formal grievance in writing. Set out the facts, dates, people involved, evidence, effect on you and the outcome you are seeking. Your employer should follow a fair procedure, investigate and give you an opportunity to explain your concerns.

Raising a grievance does not stop an employment tribunal time limit.

It may be unlawful victimisation if somebody treats you badly because you made, supported or were involved in a discrimination complaint protected by equality law. Other retaliation may breach workplace policies or employment rights even where the legal test for victimisation is not met.

Keep a dated record of any new treatment and obtain advice promptly. Reporting a concern does not guarantee a particular legal outcome.

If you are disabled, you can ask for reasonable adjustments to help you take part in meetings, an investigation or a grievance process. This might include an accessible room, extra time, rest breaks, written questions, communication support or allowing a companion where appropriate.

Read our Disability Support and Advice page for wider information and support.

Bullying or harassment can affect sleep, confidence, concentration and mental or physical health. Speak to your GP or an appropriate NHS service if you need health support. If work is affecting your health, you may also wish to discuss workplace adjustments or occupational health with your employer.

Our Mental Health Support and Getting Help page explains UK support routes, including urgent help.

Threats, violence, stalking and hate crime can go beyond an employment dispute. Prioritise safety and keep evidence only where it is safe to do so.

• Stalking and Harassment
• Hate Crime and Hate Incidents

Employment status and rights can differ for employees, workers, agency workers, contractors and self-employed people. Equality law may still apply in some working relationships, but the route for raising a problem and making a claim can vary. Ask ACAS, the LRA, a union, Citizens Advice or an employment adviser for guidance based on your circumstances.

Do not resign in haste if you can safely wait for advice. Constructive dismissal is complex, strict requirements and time limits apply, and resigning can affect income and options. Speak promptly to ACAS in Great Britain, the LRA in Northern Ireland, your union or a specialist employment adviser before deciding.

Most employment tribunal claims have a strict time limit of 3 months minus 1 day. Some claims have a limit of 6 months minus 1 day. The exact start point, limit and rules depend on the type of claim and what happened.

In Great Britain, you must generally notify ACAS in time before making a tribunal claim. Raising a grievance does not stop the time limit. ACAS Early Conciliation can affect how the deadline is calculated, so check your exact deadline promptly rather than calculating it alone.

Northern Ireland has a different tribunal and Labour Relations Agency process. nidirect explains that a person must first notify the LRA and consider early conciliation before lodging an Industrial Tribunal or Fair Employment Tribunal claim, subject to limited exceptions.

This is general information, not a calculation of your deadline or personalised legal advice.

• Take every report seriously and explain the next steps.
• Protect confidentiality as far as possible without promising complete secrecy.
• Investigate fairly, impartially and promptly, giving relevant people a chance to respond.
• Consider interim safety or working arrangements without treating them as a punishment.
• Watch for and prevent retaliation after somebody reports or supports a complaint.
• Use current ACAS guidance in Great Britain or LRA guidance in Northern Ireland.