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Employment Law (Personal)
Bullying and Harassment at Work
If you’re experiencing bullying or harassment at work, you may feel unsure what to do next. We will help you understand your options.
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Are you experiencing bullying or harassment at work?
What counts as bullying or harassment at work?
Bullying and harassment at work can take many forms. It might be obvious, or more subtle and ongoing. You may be unsure whether what you are experiencing is serious enough to act on.
An important distinction
Bullying and harassment are not necessarily the same legally. Workplace bullying, although potentially very serious, is not in itself a standalone statutory claim in the UK. However, bullying behaviour may amount to unlawful harassment or discrimination if it relates to a protected characteristic under the Equality Act 2010, or may give rise to other employment claims depending on the circumstances.
Many people delay raising concerns, hoping the situation will improve. In reality, issues often become more difficult over time. Understanding your rights early can help you decide what to do next.
What should you do if you are being bullied at work?
Taking the first step can feel difficult. You might be worried about how your employer will respond or whether your concerns will be taken seriously.
Getting clear legal advice can help you understand your position and your options. This may include raising a formal grievance or addressing the issue informally, depending on your circumstances.
"Very good knowledge of the law. Practical advice given in client friendly and appropriate terms." Legal 500 2026
How can legal support help resolve the situation?
You do not have to deal with this alone. A solicitor can guide you through your options and help you take practical steps.
This might include supporting you through a grievance process or communicating with your employer on your behalf. The focus is always on resolving the situation in a way that protects your wellbeing and your career.
Issues our specialist employment lawyers can help you with include:
- Understand your legal rights and options based on your situation
- Get support preparing and raising a workplace grievance
- Have a solicitor communicate with your employer on your behalf
- Be guided and supported through grievance hearings
- Explore settlement agreements where appropriate
- Take legal action if your situation cannot be resolved
You may need support across more than one area of employment law. We can advise on related issues such as breach of contract, disciplinary processes and maternity rights, so you have a clear, joined-up approach.
What outcomes are possible in bullying or harassment cases?
Informal resolution – Legal advice can help someone decide how to raise concerns informally, set boundaries, or seek an agreement to stop the behaviour without starting formal proceedings.
Formal complaint or grievance – Our team can help prepare a grievance or complaint and ensure the issues are properly documented and investigated.
Workplace investigation – Your employer may investigate the allegations, interview those involved and take appropriate action. This could result in changes to working arrangements, management intervention or disciplinary action.
Protective measures – Depending on the circumstances, steps may be taken to prevent further contact or inappropriate behaviour, such as changes to reporting lines, working arrangements or communication.
Mediation – Where appropriate, mediation can help resolve conflict and establish agreed ways of working. It is not suitable for every bullying or harassment situation, particularly where there is a significant power imbalance or serious allegations.
Disciplinary action – If an investigation establishes misconduct, the person responsible could face disciplinary action, potentially including dismissal in serious cases.
Settlement – In some employment disputes, the parties may agree on financial compensation and other terms, usually through a settlement agreement, ending the dispute without an Employment Tribunal hearing.
Employment Tribunal claim – Where the conduct amounts to unlawful harassment or discrimination, or where another employment law claim arises, a claim may be brought before an Employment Tribunal. Potential remedies can include compensation, recommendations and declarations.
Injunction or other court action – In particularly serious circumstances, legal advice may identify potential civil remedies to prevent or restrict continued conduct.
Leaving employment with a negotiated outcome – Where the working relationship has broken down, legal advice can help an employee consider their options, including negotiating an agreed departure.
Legal and financial advice under one roof
Tees is a top-tier Legal 500 firm offering joined-up legal and financial services. We have our own independent financial advisers (IFAs), who work closely with our lawyers.
Our advisers provide holistic financial planning and as we are not connected to any one provider, we can offer a whole-of-market approach for the range of products we can advise on. We can also give independent advice for a whole range of insurance products to protect you and your family. Our IFAs are regulated and authorised by the Financial Conduct Authority, which means we’re accountable for the advice we give.
Get in touch today, we’re here to help
If you’re experiencing bullying or harassment, or you’re concerned about how to respond to an allegation, getting the right legal advice early can make a real difference. Our experienced employment team can help you understand your options, protect your position and identify the most appropriate way forward.
We have offices across Cambridgeshire, Essex and Hertfordshire, but we can help you wherever you are in England and Wales.
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What our clients say
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“I had a separation agreement from my employer for which I needed prompt legal assistance, as I had a deadline of ~48 hours. After I contacted Tees, Ola called me almost immediately. She worked quickly and she was thorough and courteous with her advice towards me and her communication with my employer.”
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Frequently asked questions
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Bullying and Harassment at work FAQs
What is considered bullying at work?
Bullying at work can include repeated behaviour that makes you feel intimidated, undermined or humiliated. This might be verbal, written or physical. It can also include being ignored, excluded or treated unfairly over time.
What is the difference between bullying and harassment?
Harassment is defined in law and relates to unwanted behaviour linked to a protected characteristic, such as age, race or sex.
Bullying is not always unlawful on its own, but it can still have a serious impact on your wellbeing and working life.
What should I do if I am being bullied at work?
You may want to start by keeping a record of what has happened, including dates and details.
From there, you can consider raising the issue informally or through a formal grievance. Getting legal advice early can help you decide the best approach for your situation.
Can I raise a grievance about bullying or harassment?
Yes. Most employers have a formal grievance procedure.
Raising a grievance allows your concerns to be investigated and gives your employer the opportunity to address the issue.
What if my employer does not take my complaint seriously?
If your employer does not respond appropriately, you may have further options.
This could include escalating the grievance, negotiating an exit, or taking legal action depending on the circumstances.
Can I take legal action for bullying at work?
Legal action may be possible if the behaviour amounts to harassment under the law, or if it leads to issues such as constructive dismissal.
The right approach will depend on the details of your situation.
What is constructive dismissal?
Constructive dismissal happens when you feel forced to leave your job because of your employer’s behaviour, such as failing to deal with bullying or harassment.
This is a complex area, so it is important to get advice before taking action.
Can I be dismissed for raising a complaint?
You have the right to raise concerns about bullying or harassment.
If you are treated unfairly or dismissed as a result, you may have grounds for a claim.
What evidence do I need to prove bullying or harassment?
Useful evidence can include emails, messages, incident notes, and witness accounts.
Keeping a clear timeline of events can also help support your case.
How long do I have to make a claim?
Time limits can be strict. In many employment cases, you may only have three months less one day from the incident or last act.
It is important to seek advice as soon as possible so you do not miss key deadlines.
You might also need
If your employer has changed your employment contract without your consent or is breaching the terms of your contract, we can help.
If you’re facing disciplinary action at work, or you’ve been dismissed, talk to our specialist employment solicitors about your rights and what your options are.
You don’t have to put up with discrimination at work. Not only is it stressful, it’s illegal – and we can show you how to make it stop.
Whether you’re concerned about your maternity/paternity pay, or your future career, our employment law specialists can help you assert your rights.
