Workplace bullying can make every day feel like a struggle.

Whether it is constant criticism, being spoken to disrespectfully, exclusion from meetings, impossible workloads, malicious rumours, or excessive monitoring by a manager, the impact can be devastating.

Many workers begin to doubt themselves. They lose confidence, suffer stress and anxiety, and dread going into work. Some convince themselves that they simply have to put up with it or start looking for another job.

The reality is that nobody should have to tolerate bullying at work. There are steps you can take to protect yourself, challenge unacceptable behaviour, and hold employers accountable when they fail to act.

Members' Workplace Support

This guide contains detailed guidance, practical action plans, grievance templates, and advice on dealing with workplace bullying. Members receive access to casework support, representation, and assistance throughout the grievance process.

Register for a free account to access our workplace resources or join the Workers of England Union for full support and representation.

Immediate Steps to Take

If you are currently experiencing bullying, the most important thing you can do is start creating a clear record of what is happening.

Keep a Detailed Record

Write down every incident as soon as possible after it occurs. Include the date, time, location, exactly what was said or done, and the names of anyone who witnessed the event.

Small incidents can seem insignificant on their own, but a pattern of behaviour often becomes clear when records are kept consistently over time.

Save Relevant Evidence

Keep copies of emails, messages, meeting notes, performance reviews, rotas, or any other documents that support your concerns.

Do not rely solely on workplace systems. Where appropriate and lawful, keep copies of relevant documents somewhere secure so that they remain accessible if your employment situation changes.

Understand Your Employer's Procedures

Most employers have policies covering bullying, harassment, dignity at work, grievance procedures, or staff conduct.

Take time to read these documents carefully. They explain how complaints should be handled and what standards of behaviour your employer expects from managers and employees.

Practical Advice

One of the most common mistakes employees make is dealing with workplace bullying through informal verbal confrontations that leave no record behind.

Where possible, communicate professionally and in writing.

If a difficult discussion takes place in person, send a polite follow-up email afterwards confirming the main points that were discussed. This creates an accurate record and helps prevent misunderstandings later.

For example:

"Thank you for meeting with me today. For my records, I am confirming that we discussed the concerns relating to my workload and agreed that these issues would be reviewed over the coming weeks."

A simple email like this can become extremely important if formal action becomes necessary later.

Most importantly, remain professional at all times. Bullies often rely on provoking a reaction. Staying calm and maintaining a written record helps protect your position.

What Does the Law Say?

Although workplace bullying is not specifically defined as a separate offence under UK employment law, workers are protected by several important legal safeguards.

Equality Act 2010

If the behaviour is connected to a protected characteristic such as age, disability, race, religion, sex, sexual orientation, pregnancy, gender reassignment, or marital status, it may amount to unlawful discrimination or harassment.

In these circumstances, employers have a legal duty to investigate complaints and take reasonable steps to prevent unacceptable behaviour.

Employment Rights Act 1996

Where bullying is severe, persistent, and ignored by an employer, it can damage the relationship of trust and confidence between employer and employee.

In some cases, employees who feel forced to resign because their employer has failed to address serious bullying may have grounds to pursue a claim for constructive unfair dismissal.

Every situation is different, which is why obtaining advice before making major decisions is always recommended.

Case Study: Bill's Story

Bill had worked for an NHS Trust for more than twelve years. Throughout most of that time he had enjoyed a good working relationship with colleagues and managers.

Things began to change when a new manager arrived.

At first, the problems seemed minor. Bill stopped receiving important emails that other staff members received. Meetings took place without him being informed. Leave requests that had previously been approved suddenly began to be cancelled without explanation.

As the months passed, the situation became more personal. Comments were made about Bill being "old-fashioned" and "slower than the younger staff." These remarks were often made in front of colleagues, leaving him embarrassed and increasingly isolated.

The stress began affecting his confidence and his health.

Rather than walking away from his job, Bill started keeping detailed records of incidents and retained copies of correspondence relating to cancelled leave requests and workplace communications.

With support from the Workers of England Union, Bill submitted a formal grievance outlining the concerns and presenting the evidence he had gathered.

The documentation revealed a clear pattern of behaviour. Following an investigation, management action was taken, workplace safeguards were introduced, and Bill was able to continue his employment without further issues.

While every workplace dispute is different, Bill's experience demonstrates the importance of acting early, keeping records, and seeking support before problems escalate.

How the Workers of England Union Can Help

Facing workplace bullying can feel overwhelming, particularly when the person responsible holds a position of authority.

You do not have to deal with it alone.

Independent Advice

Our independent representatives can assess your circumstances, review the evidence available, and help identify whether workplace policies or employment laws may have been breached.

Help Preparing a Grievance

Many employees worry about saying the wrong thing or making their situation worse.

We can help you prepare a clear, professional grievance that sets out your concerns effectively and ensures important evidence is presented properly.

Representation and Support

If your complaint progresses to a formal meeting, investigation, or grievance hearing, a Workers of England Union representative may be able to accompany you.

Having experienced support at your side can make a significant difference during what is often a stressful and intimidating process.

Don't Suffer in Silence

Workplace bullying rarely improves when it is ignored.

The sooner you begin documenting concerns, understanding your rights, and seeking support, the stronger your position becomes.

If workplace bullying is affecting your wellbeing, confidence, or ability to do your job, the Workers of England Union is here to help.

Join today and gain access to workplace advice, practical support, and representation when you need it most.