Bullying and harassment is a significant issue in the workplace, with many individuals experiencing it on a daily basis. Not only is it damaging to an individual’s psychological and physical wellbeing, but it can also affect business performance, employee morale and productivity in the workplace.
Bullying and harassment in the workplace can take many forms, including physical or verbal abuse, sexual harassment, intimidation or discrimination. Below we explore some of the definitions in further detail.
What is harassment?
According to Acas , “harassment is unwanted conduct; affecting the dignity of men and women in the workplace. It may be related to age, sex, race, disability, religion, nationality or personal characteristic of an individual, and may be persistent or an isolated incident. The key is that the actions or comments are viewed as demeaning and unacceptable to the recipient.”
This links to unwanted conduct in relation to the protected characteristics under the Equality Act 2010.
What is bullying?
Although bullying can be subjective, Acas summarises bullying as “offensive, intimidating, malicious or insulting” behaviour, or “an abuse or misuse of power that undermines, humiliates, or causes physical or emotional harm to someone.”
It is not the intention of the perpetrator that is key in deciding if harassment or bullying has occurred, but whether the behaviour is unacceptable by reasonable normal standards and is unwelcome to the person or people subjected to it or witnessing it.
Ultimately, it’s about the impact it has on someone. This means that even if a person doesn’t mean to bully someone, it is still classed as bullying. It can be a one off, or a repetitive pattern of behaviour.
What is victimisation?
Victimisation is different to bullying and harassment. According to Acas, it’s when “someone is treated less favourably as a result of being involved with a discrimination or
harassment complaint”.
It’s a specific type of discrimination under the Equality Act 2010, and includes situations where a complaint hasn’t yet been made, but someone is victimised because it’s suspected they might make one.
What does bullying, harassment and victimisation look like in the workplace?
Bullying or harassment may be by one individual towards another, or it may involve groups of people/colleagues or people you manage. It can be obvious – as in cases of physical violence – or it can take a less obvious form i.e. where someone is ignored or ostracised. Although it is most likely to occur in face-to-face interactions, it may also be experienced as a result of written messages or telephone communications. It can be persistent behaviour over a period of time or a one-off act, and in each case with or without witnesses.
For example, bullying and harassment could include:
- Spreading malicious rumours, or insulting someone by word or behaviour (particularly on the grounds of age, race, sex, disability, sexual orientation and religion or belief).
- Ridiculing or demeaning someone – picking on them or setting them up to fail.
- Unfair treatment.
- Overbearing supervision or other misuse of power or position.
- Unwelcome sexual advances – such as touching, standing too close, the display of offensive materials, asking for sexual favours, and making decisions on the basis of sexual advances being accepted or rejected.
- Making threats or comments about job security without foundation.
- Deliberately undermining a competent worker by overloading and constant criticism.
- Preventing individuals progressing by intentionally blocking promotion or training opportunities.
Examples of victimisation in the workplace could include:
- Someone being left out because they made a complaint about harassment.
- Someone being labelled a troublemaker due to supporting someone else’s complaint.
- Someone not being allowed to do something because they are acting as a witness in a complaint.
What are the symptoms of bullying and harassment?
Bullying and harassment can have a significant impact on someone’s physical, mental and psychological wellbeing.
Some of the feelings you may experience include:
- Feeling anxious
- Stressed or on edge
- Loss of self-confidence
- Humiliation and feelings of being threatened
- Intimidation
- Frustration and anger
- Suicidal thoughts
Some of the symptoms you may experience include:
- Headaches
- Nausea
- Ulcers
- Loss of sleep
- Skin rashes
- High blood pressure
- Tearfulness
- Irritable bowel syndrome
It can also lead to low morale, sickness absence and decreased productivity. It may create an atmosphere of fear, where colleagues feel unable to discuss their issues and problems openly or fear speaking out against unfair practices.
What should you do if you are being bullied, harassed or victimised?
- Check your company’s policies for guidance, i.e. an anti-bullying policy.
- Speak to your line manager, head of department or HR department.
- You can contact the National Bullying Helpline on 0300 323 0169 for support.
- If you have an employee assistance programme (EAP) in place, you can also use this helpline for confidential emotional support.
Further signposting links have been included at the bottom of this article.
What are the responsibilities of employers?
Your employer has a duty to protect your health, safety and welfare at work from harm as far as this is reasonably practicable. This responsibility is enshrined in both legislation and case law. The Health and Safety at Work Act (1974) regulations and the Management of Health and Safety at Work Regulations (1999) bring both the physical and emotional health and wellbeing within their scope.
Your employer will have its own policy and procedures specific to your organisation.
What can individuals do to help minimise bullying and harassment at work?
We all have a collective responsibility to help cultivate a working environment that is respectful of others and inclusive to all. We’ve listed some suggestions you can follow to help foster a positive working environment. As mentioned earlier, always refer to your organisation’s company policies for specific guidance on this topic.
- Familiarise yourself with your own company’s policy. This will set out clear guidance and detail the relevant process to follow if you are being bullied, harassed or victimised.
- Report any bullying, harassment or victimisation if you see it. Refer to your company’s anti-bullying policy for guidance on how to raise an issue.
- Lead by example. Try to model behaviour that is respectful and kind towards others. Your company may have its own set of company values or code of conduct that sets out the type of behaviours they expect from staff.
Further support
National Bullying Helpline – Call the helpline on 0300 323 0169 9am-5pm, Mon to Fri.
Citizen’s Advice – Support with harassment and bullying at work.
NHS – Information about bullying at work.
Victim Support Scotland – Call the support helpline on 0800 160 1985.
CIPD – Bullying and harassment factsheet.
Acas – Discrimination and the law.
Sources:
Unison, www.unison.org.uk/content/uploads/2013/07/On-line-Catalogue216953.pdf
Acas, www.acas.org.uk/discrimination-and-the-law
Ref: WPW0143 this information was updated November 2024.
