Bullying: Advice for employers

The difference between bullying and harassment

Although closely related, bullying and harassment are different things.

Bullying

The Advisory, Conciliation and Arbitration Service (Acas) defines bullying at work as:

"Unwanted behaviour from a person or group that is either: offensive, intimidating, malicious or insulting, or an abuse or misuse of power that undermines, humiliates, or causes physical or emotional harm to someone."

Harassment

They explain that harassment related to a protected characteristic is unwanted behaviour related to certain protected characteristics that violates someone's dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment.

In some circumstances, an employee who witnesses harassment directed at someone else may also be able to make a harassment complaint if the behaviour has violated their dignity or created an intimidating, hostile, degrading, humiliating or offensive working environment for them.

Tackling workplace bullying starts with leadership. Organisations need clear, enforced anti-bullying policies – and they must apply equally to everyone, including senior managers. 

– David Campbell  Counsellor MBACP, The crisis harming mental health at work

Bullying and harassment do not always take place face to face. In the workplace, they can also happen through written communications, email or telephone, including:

• spreading rumours
• exclusion/victimisation
• unwelcome sexual advances
• copying people into critical emails
• overbearing management/misuse of power
• threatening job security without grounds to do so.

Creating a bullying and harassment policy

To help prevent and address bullying, employers should have a clear anti-bullying policy that sets out their commitment, how concerns will be handled and examples of unacceptable behaviour.

More information on employer responsibility can be found on the GOV.UK website. 

Having a well-publicised document ensures every employee knows what to do if bullying is taking place, encouraging employees to come forward instead of suffering in silence. By setting an example as the employer, you’re helping to remove the stigma attached to bullying.

What to do if an employee is being bullied

If an employee comes to you with a complaint, be clear that you will handle the situation sensitively. If someone is concerned about giving a witness statement, they can ask for it to be anonymous. However, anonymity cannot always be guaranteed, and employers should follow a fair complaints and investigation process.

Ensure all involved are aware that they need to keep things confidential and that retaliation will not be tolerated. You may also want to encourage those involved to keep a diary of events as this may be required for evidence if disciplinary action takes place. Listen sensitively and take the complaint seriously.

Depending on the situation, there are various approaches you could take:

Informal approaches

Depending on the circumstances, it may be appropriate to try to resolve the situation informally. This could involve speaking with those involved and agreeing how the behaviour will change. More serious complaints may need to be handled formally.

Disciplinary action

If a formal complaint is made, follow your company’s disciplinary procedures in line with your anti-bullying policy. If the behaviour amounts to unlawful harassment, the employee may also have legal options.

Mediation and counselling

Mediation is a voluntary process where an independent, impartial person helps those involved try to find a solution. Where appropriate, employers could also make employees aware of counselling or other mental health support available to them.

Counselling can offer a confidential avenue for informal approaches and may help resolve issues before formal action is required.

Offering support

During bullying investigations, providing support and managing relationships is paramount. Focus on solutions and listen to the individual’s suggestions.

If not addressed, bullying can lead to high staff turnover, increased absence and low team morale. Making anti-bullying a priority as an employer can make difficult situations easier to handle, contributing to a more positive and happy working environment.

How to prevent bullying in the workplace

Here are some tips to help prevent bullying in the workplace:

• Ensure communication is solid, keep staff updated on change and encourage a collaborative management style.
• Consider diversity training for your staff.
• Keep your anti-bullying policy highly visible.
• Consider alternative incentives for high performers to discourage competitiveness.
• If you’re uncomfortable managing poor performance, seek further training.

Useful resources

There are a number of other organisations that can offer support and advice on workplace bullying.

• For information about Employee Assistance Programmes, visit the EAPA UK website.
• For employment-related issues, contact the Acas Helpline on 0300 123 1100