How to deal with workplace bullying

Workplace bullying is more common than most organisations admit — and more damaging than many managers recognise. If you're experiencing it, here's what it means legally, what your options are and how to protect yourself.

What counts as workplace bullying?

The UK has no single law specifically against workplace bullying, but ACAS defines it as: "offensive, intimidating, malicious or insulting behaviour, an abuse or misuse of power through means that undermine, humiliate, denigrate or injure the recipient."

Examples include:

• Persistent unwarranted criticism or public humiliation
• Being deliberately excluded from meetings or information
• Having your work undermined or misrepresented
• Being given unmanageable workloads or impossible deadlines as a form of pressure
• Threats about job security used as a control mechanism
• Persistent micromanagement designed to humiliate rather than support

Note: legitimate management action (performance reviews, reasonable feedback, restructuring) is not bullying even if it feels uncomfortable.

When bullying becomes harassment

If the bullying behaviour is related to a protected characteristic — race, sex, disability, age, religion, sexual orientation — it crosses into harassment, which is unlawful under the Equality Act 2010. Harassment carries stronger legal protections and a clearer path to an Employment Tribunal claim.

What to do — step by step

1. Document everything. Keep a private log with dates, times, what was said or done, who witnessed it. This is essential if you later raise a formal complaint or make a tribunal claim.
2. Talk to someone you trust — a colleague, a union rep, a friend outside work. Don't carry it alone.
3. Consider an informal conversation first. Sometimes the person doesn't fully realise the impact of their behaviour. If it's safe to do so, a direct conversation (with a witness or HR present if you prefer) can resolve things quickly.
4. Use the formal grievance process. Every employer is legally required to have one. Submit a written grievance, be specific about incidents and evidence, and request a formal meeting.
5. Contact ACAS or a union. ACAS offers free confidential advice. If you're in a union, use your rep — they can accompany you to meetings.

If nothing changes

If the formal grievance process fails or the bullying continues after a finding in your favour, you may have grounds for constructive dismissal (if you resign as a result) or a discrimination claim (if the bullying was related to a protected characteristic). Contact ACAS before resigning — the order of steps matters legally.