Bullying at work. How should you respond?
Bullying at work can take many forms. It might include spreading malicious rumours, putting someone down in meetings, or making offensive or threatening comments on social media.
If you are being bullied at work, then there are a number of steps that you can take.
Speak to the person
If you feel able to do so, you could speak to the bully. You should approach the conversation in a calm and firm manner and say how their behaviour is making you feel. It may well be the bully does not realise the impact of their behaviour, and having a quiet word might resolve the problem.
Alternatively, you could send the bully an email. This should be firm and courteous, saying what the person has done wrong, and outline the impact of their behaviour.
Other options
You might not feel comfortable raising the issue with the bully, or that doing so has made no difference. If that is the case, then you could raise the issue informally with your manager, or HR.
Formal route
It may well be the informal route has not worked, or the bullying is so serious that you would like to go straight to the formal route. If that is the case, then you should email either your manager, or HR. Within your email, you should:
- make it clear that you are raising a formal grievance about bullying;
- give a concise account of the events; and
- detail the effect the bullying has had upon you.
This grievance should be taken seriously by your employer. You might be asked to attend a meeting where further information is sought. If you are, then you may be asked about possible witnesses, or if there is any other supportive evidence. This might include emails, social media posts, or CCTV footage.
Once your grievance has been investigated, you should be invited to a meeting, to discuss the outcome. You have the right to be accompanied by a fellow worker, a trade union representative, or an official employed by a trade union. After the meeting, your employer should write to you with the outcome.
If your employer concludes that there is a case to answer, the next step would normally be to instigate disciplinary proceedings. This might result in words of advice, a warning, or dismissal. Disciplinary proceedings do need to be kept confidential. This means you are unlikely to be told the outcome.
If your grievance is rejected, then you have the right of appeal. You should check the grievance outcome letter, for any deadline.
Other ways to protect your position
It may well be that there is inappropriate behaviour at work, and you are not sure whether you would like to raise the matter informally. If that is the case, then it is important to keep contemporaneous notes of what happens, the date and time of events, and who is present.
Your employer may operate a helpline, where confidential advice can be obtained from a third party.
How we can help
If you are being bullied at work, or are concerned about a difficult working environment, then please do get in contact. Amongst other things, we can advise on your employment position, write a grievance for you to submit, and advise whether you have a claim you could bring in the Employment Tribunal.
If you are accused of bullying, then we can also advise on the best way for you to respond.
For further information, please contact Sam Welham in the Employment Team on 01473 617 348, or email [email protected].
