Workplace bullying and harassment in the UK is on the increase. A CIPD survey in April 2024 found that 25% of employees had experienced conflict or abuse in the past 12 months, while People Management reported 40% of disabled workers faced bullying or harassment in the last year, and a 2015 TUC poll found nearly a third (29%) of people have experienced it. In addition there was a 44% rise in employment tribunal claims for bullying between 2022 and 2023.
More women bullied than men
When it comes to workplace bullying, women are more likely to be affected than men with reports indicating that managers are often the perpetrators. While men can also be victims, the overall statistics indicate that women are more likely to report being bullied, facing behaviours like unfair criticism, exclusion, and malicious rumours.
All employees have a responsibility not to engage in bullying behaviour and to treat colleagues with respect, but if you think that someone is being bullied at work you must act quickly.
What you decide to do will depend on your own view of what’s happened and what the person who’s been bullied would like to happen next. If the person being bullied requires your help, the following actions should happen.
- Support the person being bullied, listen to what they have to say, let them know you’re there for them. Encourage them to speak up.
- Stay calm. Reflect. Listen and clarify. Avoid gossiping about the incident and do not approach the bully.
- Document the incident(s). Keep a record on what you saw (stick to the facts), include dates and times, specific actions, any witnesses and gather any evidence that you can. It’s important to do this as soon as possible even if you do not need to use it later.
- Familiarise yourself with company policies and procedures on how to informally report a bullying incident.
- Report the incident to your manager, HR (if the manager is the bully) or another designated person providing specific examples of the behaviour and its impact.
Duty of care
Employers are responsible for creating a safe and respectful environment and having a workplace free of bullying and harassment. Furthermore they are liable for any harassment suffered by their employees. So, once they are notified of a bullying incident they have a duty of care to:
- Take any reports or complaints seriously
- Investigate all complaints, fairly, promptly, thoroughly and sensitively
- Gather evidence from both the complainant and the accused. Document all steps taken, keep the process confidential and ensure complainant is kept informed
- Support victims, discipline perpetrators and attempt an informal resolution first
- Avoid legal liability, such as discrimination claims or constructive dismissal
But on some occasions, an informal approach might not resolve the issue in a satisfactory manner. If this is the case, you might consider filing a formal complaint through your company’s grievance procedure. Alternatively, you could seek external advice, such as a union representative, occupational health, or an external support service like the Acas helpline or Citizens Advice.
If you require help to either design a better bullying and harassment policy and procedures, training managers, or just need help to handle a complex case, please contact me today – debby@total-spectrum.com
