Contact our offices
At Stephensons we understand that a respectful workplace is crucial for the well-being and productivity of every employee. Unfortunately, bullying and harassment can create a toxic work environment and can cause employees emotional harm. If you’re facing these challenges in your place of work it’s important to know your rights and the legal solutions available to you.
Our specialist employment law team are experienced in helping people who are victims of workplace bullying and/or harassment and can advise you on the best course of action. Call us today on 0161 696 6170.
While there is no specific standalone claim for workplace bullying Gov.uk describe bullying as making someone feel intimidated or offended. Bullying can take place face to face, and virtually via email, phone, social media and by letter and can include verbal abuse, offensive comments, isolation or undermining an employee’s abilities or work.
Bullying can occur between peers, from managers to employees or upward bullying from staff to someone more senior. It can be a one-off incident, or a sequence of incidents, and it is not required to be noticed by other people.
Although there is no direct claim for bullying in the employment tribunal, employees have the right to have trust and confidence in their employer and to expect not to be bullied in the workplace. As such, conduct such as bullying could be entirely relevant when it comes to considering claims such as constructive dismissal.
Harassment occurs when unwanted behaviour is related to a protected characteristic as defined by the Equality Act 2010. These characteristics include:
If the unwanted behaviour causes a person to be offended, humiliated or intimidated it amounts to harassment.
Both bullying and harassment can have serious psychological and emotional effects on the victim including anxiety, depression and decreased performance at work.
ACAS advise that if you do feel that you are a victim of bullying and/or harassment in the workplace you should initially look to resolve the issue informally by either speaking to the person conducting the bullying behaviour, or if this is not possible speak to your manager or HR department.
If this does not resolve the issue, you may wish to raise a formal grievance and look at your employer’s grievance policy to determine who to raise the grievance with. If you are unhappy with the formal outcome to the grievance you will have the right to appeal the outcome.
Employers are responsible for preventing bullying and harassment in the workplace, and they can be held liable for instances of harassment from their employees. If the grievance procedure fails to resolve the issue, and the unwanted conduct relates to a protected characteristic, this could lead to a claim being raised in the employment tribunal for harassment.
Nobody should have to endure bullying or harassment at work. If you believe you are a victim of workplace bullying or harassment, our experienced employment law advisors are here to help. We provide confidential consultations to discuss your situation and explore your options. Contact us today on 0161 696 6170.
loading staff
What do I need to consider when offering an employee a settlement agreement?
Settlement agreements can bring an end to any claims from an employee such as, claims for unfair dismissal or discrimination arising out of the employee’s employment or termination. If executed properly settlement agreements...
Settlement agreements, which used to be known as compromise agreements, are legally binding documents which can be used by both the employee and employer to resolve a dispute or end employment. Settlement agreements are covered in the Employment Rights...
Employment for you reorder
