Bullying at work

Bullying at work is offensive, intimidating, malicious or insulting behaviour, or an abuse of power, that undermines or humiliates you. There is no law against bullying as such, but your employer has a duty of care for your health and safety, and bullying that is linked to a protected characteristic is unlawful harassment under the Equality Act 2010. The usual route is to raise it informally if you can, then through a formal grievance, with your union or a Freedom to Speak Up guardian for support.

What counts as bullying

Bullying can be a pattern of behaviour or a single serious incident. It can happen face to face, by email, on messaging apps or in how work is allocated. Examples include:

• shouting, swearing or humiliating someone in front of others
• constant unfair criticism, or criticism that is never specific
• deliberately excluding someone from meetings or information
• setting impossible deadlines or piling on work to make someone fail
• spreading rumours or making jokes at someone’s expense
• blocking training, leave or promotion without good reason

Firm management is not bullying. A manager can set targets, give honest feedback and start a capability or disciplinary process, as long as it is done fairly and respectfully. The line is crossed when the way it is done is designed to belittle or intimidate.

When it is harassment under the law

Harassment under the Equality Act 2010 is unwanted conduct related to a protected characteristic that violates your dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment. The protected characteristics are age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. Sexual harassment is a separate category.

Harassment claims can go to an employment tribunal, with no qualifying period of service. The employer can be liable for harassment by its staff unless it took all reasonable steps to prevent it. From 30 October 2026, the Employment Rights Act 2025 requires employers to take “all reasonable steps” to prevent sexual harassment, and not to permit harassment of staff by third parties such as patients or parents. Our guide to discrimination at work covers this in more detail.

Bullying that is not linked to a protected characteristic can still lead to legal claims, but the routes are narrower. Serious bullying that the employer fails to deal with can be a breach of the implied term of trust and confidence. In extreme cases an employee may resign and claim constructive dismissal, which currently needs two years’ service for dismissals before 1 January 2027. There is also the Protection from Harassment Act 1997, which is enforced through the civil courts.

Dealing with it informally

If you feel able to, telling the person that their behaviour is unacceptable sometimes ends it. You can do this face to face, with someone present, or in writing. Many people do not feel safe doing this, especially when the person is their manager, and you do not have to.

Talking to another manager, HR, an occupational health adviser or your union rep can help you work out the options. Some employers offer mediation, which can work when both people want to keep working together. It is voluntary.

Raising a formal grievance

If informal steps fail, or the behaviour is serious, use your employer’s grievance procedure. Public sector employers usually have a specific bullying and harassment policy, sometimes called a dignity at work or respect at work policy, that sits alongside or replaces the general grievance policy. Under the ACAS Code of Practice:

1. Put your complaint in writing, with specific examples and dates.
2. Your employer should hold a meeting without unreasonable delay.
3. You have the right to be accompanied by a colleague or trade union rep.
4. You should be told the outcome in writing, with a right of appeal.

Tribunals can adjust awards by up to 25 per cent if either side unreasonably ignores the Code. Our grievance guide goes through the steps.

Keep a log from the start: dates, what was said or done, who was there, and how it affected you. Save emails and messages. This is the evidence a grievance investigator or tribunal will look at.

Public sector routes

Each part of the public sector has extra routes:

• NHS: every trust has Freedom to Speak Up guardians who can listen in confidence and help you raise concerns, including about bullying. Staff networks and occupational health can also help.
• Schools: concerns about the headteacher normally go to the chair of governors, or to the trust in an academy.
• Councils: dignity at work policies usually offer a named contact or adviser.
• Civil Service: departments have bullying, harassment and discrimination policies and often a confidential helpline. The Civil Service Code also sets standards of behaviour.

If bullying is linked to raising concerns about patient safety, pupil safety or wrongdoing, whistleblowing protection may apply. See whistleblowing in the public sector.

Looking after yourself

Bullying is a known cause of stress and burnout. If it is affecting your health, see your GP and consider an occupational health referral. Most public employers run an employee assistance programme with free confidential counselling. Our guide to burnout in public sector jobs covers support options.

ACAS runs a free helpline for bullying and harassment questions. If you are thinking about a legal claim, contact ACAS early, because early conciliation comes first and most claims have a six-month time limit.