Bullying and Harassment at Work: What to Do Before It Gets Worse

Bullying and Harassment at Work: What to Do Before It Gets Worse

Being bullied or harassed at work can wear you down quickly.

Sometimes it is obvious — shouting, threats, humiliation or inappropriate comments. Other times it is much harder to pin down. You might be left out of meetings, undermined in front of colleagues, constantly criticised, pressured unfairly or made to feel that you are the problem.

If that is happening, the most useful thing you can do early is simple:

Start keeping a clear record.

Write Everything Down

Do not rely on memory alone.

If the behaviour continues, details can become blurred, especially when you are stressed.

After each incident, record:

  • what happened;
  • what was said;
  • the date and time;
  • where it happened;
  • who was present;
  • whether there were any witnesses;
  • how it affected you or your work; and
  • whether there is any supporting evidence.

Save relevant emails, messages, screenshots, meeting notes or other documents somewhere safe.

A clear timeline can make a major difference if you later need to raise a grievance, challenge an investigation or seek legal advice.

Stick to Facts, Not Assumptions

Try to describe what happened rather than guessing why someone did it.

For example, instead of writing:

“My manager is trying to force me out.”

write:

“On 6 August, my manager removed me from the weekly team meeting without explanation. Two colleagues in the same role remained invited.”

The second version is much easier to investigate and much harder to dismiss as opinion.

Bullying and Harassment Are Not Always the Same Thing

The words are often used together, but legally they are not identical.

Workplace bullying can include behaviour that is:

  • intimidating;
  • humiliating;
  • insulting;
  • threatening;
  • persistently undermining; or
  • an abuse or misuse of power.

Bullying can be serious even if it is not connected to a protected characteristic.

However, there is not usually a standalone employment tribunal claim called “workplace bullying”.

Depending on the circumstances, the behaviour might instead form part of a claim involving discrimination, harassment, victimisation, whistleblowing, breach of contract or constructive dismissal.

Harassment under the Equality Act 2010 generally involves unwanted conduct related to a relevant protected characteristic that has the purpose or effect of violating someone’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment.

Relevant characteristics include:

  • age;
  • disability;
  • gender reassignment;
  • race;
  • religion or belief;
  • sex; and
  • sexual orientation.

You do not need to work out the exact legal label before raising a concern.

Start with the facts.

Sexual Harassment

Sexual harassment is unwanted conduct of a sexual nature that violates someone’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment.

It can include:

  • sexual jokes or comments;
  • unwanted touching;
  • sexual messages or images;
  • intrusive questions;
  • repeated requests for dates;
  • comments about someone’s body; or
  • displaying sexual material at work.

Employers have a legal duty to take reasonable steps to prevent sexual harassment at work.

What Should You Do First?

If it feels safe and appropriate, you may want to raise the problem informally.

You could speak to:

  • your manager;
  • another manager;
  • HR
  • a trade union representative; or
  • someone named in your employer’s dignity-at-work or bullying policy.

But you do not have to confront the person directly if:

  • you feel unsafe;
  • the behaviour is serious;
  • there is a big power imbalance;
  • the person is your manager;
  • there has been threatening or sexual behaviour; or
  • previous informal attempts have failed.

In those situations, it may be better to move straight to a formal grievance.

When to Raise a Formal Grievance

A formal grievance may be appropriate where:

  • the conduct is serious;
  • the behaviour continues;
  • informal action has failed;
  • management is involved;
  • the issue may involve discrimination or harassment; or
  • you need a formal written outcome.

Keep the complaint clear and factual.

A good grievance should explain:

  1. what happened;
  2. when it happened;
  3. who was involved;
  4. who witnessed it;
  5. what evidence exists;
  6. how it affected you;
  7. what steps you already took; and
  8. what outcome you are asking for.

Avoid turning the grievance into a long emotional argument.

A clear chronology is usually much more effective.

What Your Employer Should Do

Once you raise a serious complaint, your employer should look into it properly and without unreasonable delay.

A fair process may include:

  • meeting with you;
  • speaking to the person complained about;
  • interviewing relevant witnesses;
  • reviewing emails or messages;
  • checking other evidence; and
  • reaching a decision based on the facts.

The person investigating should be as impartial as possible.

You should normally be told whether your complaint was upheld and what steps will be taken to address the issue, although your employer may not be able to give you full details of disciplinary action taken against someone else.

Ask for Temporary Safeguards if You Need Them

If continuing contact with the other person is making things worse, you can ask your employer to consider temporary measures while the complaint is investigated.

That might include:

  • reducing direct contact;
  • changing reporting arrangements;
  • holding separate meetings;
  • arranging remote attendance;
  • using a named HR contact; or
  • temporarily adjusting duties or working arrangements.

Any temporary change should not unfairly disadvantage you for raising the complaint.

If the situation has also led to disciplinary action or threats of dismissal, read:

Can My Employer Sack Me Without a Warning?

https://blog.workwisevoice.co.uk/2026/07/can-my-employer-sack-me-without-warning.html

You Have a Right to Be Accompanied at a Formal Grievance Meeting

At a formal grievance meeting, workers generally have a statutory right to be accompanied where the grievance concerns a duty owed by the employer.

Your companion can normally be:

  • a workplace colleague;
  • a trade union representative; or
  • an official employed by a trade union.

Your employer’s own policy may allow someone else as well.

Be Careful With Mediation

Mediation can be useful where the problem is mainly about communication or a damaged working relationship.

But it is not always appropriate.

Be cautious if:

  • serious harassment is alleged;
  • there has been violence or threats;
  • you feel intimidated;
  • there is a major power imbalance;
  • formal findings are needed; or
  • mediation appears to be replacing a proper investigation.

Mediation should normally be voluntary.

If you are being pushed towards mediation, ask:

  • Is this voluntary?
  • Will my grievance still be investigated?
  • What happens if mediation fails?
  • Will anything agreed be recorded?
  • Who will conduct it?

Watch What Happens After You Complain

Sometimes the treatment changes after an employee raises a concern.

Keep a separate record if:

  • your hours are reduced;
  • duties are taken away;
  • opportunities disappear;
  • you are excluded;
  • disciplinary action suddenly starts;
  • your treatment worsens; or
  • you are pressured to withdraw the complaint.

Depending on the circumstances, treatment after a complaint could become part of the original issue or raise a new legal concern.

If you believe you are being treated worse after raising a discrimination or harassment complaint, this may amount to victimisation under the Equality Act.

Appeal if the Outcome Is Not Fair

If your grievance is rejected and you believe the process was flawed, you should normally be given an opportunity to appeal.

Possible grounds might include:

  • important evidence was ignored;
  • witnesses were not interviewed;
  • the investigator was not impartial;
  • the findings do not match the evidence;
  • the procedure was not followed; or
  • new evidence has become available.

Submit the appeal within any deadline set out in the grievance outcome or workplace policy.

Protect Your Health

Bullying and harassment can affect both mental and physical health.

If that is happening, consider speaking to:

  • your GP;
  • occupational health;
  • your trade union;
  • an employee assistance programme; or
  • an employment adviser.

Keep copies of fit notes and occupational-health recommendations.

If you have a disability, your employer may also have a duty to make reasonable adjustments to the grievance process.

That could include:

  • shorter meetings;
  • extra breaks;
  • remote attendance;
  • more time to respond;
  • written questions; or
  • other support that helps you take part fairly.

Think Carefully Before Resigning

When the situation becomes unbearable, some employees feel their only option is to resign.

Be very careful before doing this.

Constructive dismissal claims can be difficult and usually depend on whether the employer has committed a sufficiently serious breach of contract.

If possible, get individual advice before resigning.

Do Not Miss Legal Deadlines

This is one of the most important points.

An internal grievance, investigation or appeal does not normally stop employment tribunal time limits.

As at August 2026, many tribunal claims still have a normal time limit of three months less one day from the relevant act or dismissal.

You normally need to notify ACAS first and begin Early Conciliation.

The government has announced that the general tribunal time limit is due to increase to six months from 1 October 2026, subject to the rules applying to your case.

Do not assume you can wait until the grievance process finishes before checking your deadline.

Need the Full Process?

The Bullying and Harassment at Work — Full Guide includes:

  • incident logs;
  • evidence checklists;
  • complaint letter templates;
  • grievance meeting preparation sheets;
  • appeal templates;
  • mediation checklists; and
  • deadline trackers.

Get the full guide here:

https://payhip.com/b/PJthd


Final Thought

If something at work feels wrong, you do not need to prove the whole case immediately.

Start with the facts.

Write down what happened. Save the evidence. Check the policy. Choose the right route.

The earlier you create a clear record, the better position you will be in if the situation gets worse.

This article provides general information about employment law in England, Scotland and Wales as at August 2026. Different rules apply in Northern Ireland. It is not legal advice. If your situation is serious, your health is being affected or legal deadlines may be approaching, consider contacting ACAS, your trade union, an employment adviser or a solicitor.

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