What can be done when workplace bullying occurs?

In this guide for employees, we explain what bullying is, what it can look like, and the practical and legal options open to you if it is happening to you.

What is workplace bullying?

There is no legal definition of bullying. Acas describes it as offensive, intimidating, malicious or insulting behaviour, or an abuse or misuse of power that undermines, humiliates, denigrates or injures the person on the receiving end.

Bullying overlaps with harassment, which does have a legal definition. Under the Equality Act 2010, harassment is unwanted conduct related to a protected characteristic, such as sex, race, disability, age, religion or belief, or sexual orientation, which violates your dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment for you.

If the bullying is linked to a protected characteristic, you may have stronger legal protection, and our workplace harassment solicitors can help you understand where you stand.

Examples of bullying at work

Bullying can be obvious, such as shouting, verbal abuse, physical threats or violence. It can also be more subtle, for example:

• excessive or intimidating levels of supervision
• abusive or belittling emails and messages
• offensive “jokes” aimed at you
• being left out of team meetings or social events

How you can respond to bullying

The right response depends on the facts and on your own position. Whichever route you choose, keep a written record of incidents, with dates, what happened and who saw it.

Raising it with the person directly

Sometimes it is appropriate to tell the person that their behaviour is unacceptable. Doing something is usually better than doing nothing, but confronting a bully is not always realistic, particularly if they are your manager or more senior than you.

Getting support from your trade union

If you are a union member, contact your union representative for advice and support.

Raising a grievance

Check your employer’s anti-bullying and harassment policy and its grievance procedure so that you follow the right steps. You may be encouraged to try to resolve matters informally first, for example through your manager or HR. If that does not work, you can raise a formal written grievance. Our guide to grievances, investigations and appeals explains how the process should work.

Mediation

Mediation can help, particularly where a dispute has gone on for a long time. It may involve an internal mediator with no stake in the issues, or an external mediator.

Leaving your job

It can feel unfair that you should be the one to leave, but some people decide for personal reasons to move on. It is often easier to find a new job while you are still employed.

Legal claims you may be able to bring

Constructive unfair dismissal

If you resign because of bullying, you may have a claim for constructive unfair dismissal. You would need to show that your employer committed a fundamental breach of your contract, such as a breach of the implied term of trust and confidence or the duty to provide a safe working environment, and that you resigned in response to that breach without unreasonable delay.

At present you normally need two years’ continuous service to bring an unfair dismissal claim. Under the Employment Rights Act 2025, this qualifying period falls to six months from 1 January 2027. These claims are difficult because the burden of proof is on you, so take legal advice before you resign. Our article on compensation for constructive dismissal explains what a successful claim may be worth.

Discrimination and harassment claims

If the bullying was related to a protected characteristic, you may have a claim for harassment or discrimination. These claims do not require a minimum length of service. Since October 2026, employers must also take all reasonable steps to prevent sexual harassment of their staff and must not permit harassment by third parties such as customers.

Time limits

Before making a tribunal claim, you must normally contact Acas for early conciliation, which pauses the clock. For acts or dismissals on or after 1 October 2026, most claims must be brought within six months, replacing the old limit of three months less one day. Our guide to employment tribunal time limits has more detail.

This guide is general information and not legal advice on your situation. If you are being bullied at work, book a free 30-minute consultation or call our employment solicitors on 0141 471 9166.