Bullying at work is distressing and should not be dismissed as part of ordinary workplace life. Employers have legal obligations under the Employment Rights Act 1996 and must follow the Acas Code of Practice on Disciplinary and Grievance Procedures. These frameworks are designed to ensure fair treatment. What follows is clear and practical advice to help you take steps if you are facing bullying. This is general information and not a substitute for tailored legal advice. 

1. Identify the behaviour. Bullying may involve shouting, undermining, excluding, spreading rumours or setting unreasonable tasks. The Acas Code encourages employers to address such matters promptly. Recognising that the behaviour is unacceptable is the first step. 

   
   

2. Keep a written record. Maintain a diary of incidents, noting dates, times, locations, what was said or done and who was present. Written records are essential if you raise a grievance under your employer’s procedure. 

   
   

3. Retain evidence. Save emails, text messages or other documents that show the bullying. These may be needed if the matter escalates to a formal grievance or tribunal claim. 

   
   

4. Safeguard your health. The law requires employers to provide a safe working environment. If the bullying is affecting your wellbeing, consult your GP and consider whether occupational health support may be appropriate. 

   
   

5. Seek informal resolution if safe to do so. The Acas Code suggests trying to resolve issues informally where possible. You may wish to speak privately to the individual concerned or ask a colleague to support you. Only do this if you feel safe. 

   
   

6. Raise the matter with your manager or HR. If informal steps do not resolve matters, raise your concerns with your line manager or the human resources department. Be clear, concise and provide your evidence. 

   
   

7. Use the formal grievance procedure. Every employer should have a grievance process in line with the Acas Code. Submitting a written grievance obliges the employer to investigate and respond. The procedure usually involves meetings, the right to be accompanied and an appeal stage. 

   
   

8. Ask for trade union support if you are a member. Trade unions can provide representation, advice and assistance in grievance meetings. They are experienced in dealing with workplace bullying and can help ensure the process is fair. 

   
   

9. Consider whether the conduct breaches your legal rights. If the bullying involves discrimination related to a protected characteristic such as sex, race, disability, age, religion or sexual orientation, it may breach the Equality Act 2010. If it leads to resignation, you may have grounds for a constructive dismissal claim under the Employment Rights Act 1996. 

   
   

10. Seek legal advice promptly. Employment tribunal claims must be lodged within strict time limits, usually three months less one day from the last act of bullying or the termination of your employment. Taking legal advice at an early stage ensures your rights are preserved. 

    
    

Bullying is never acceptable. The Acas Code of Practice and employment law provide you with rights and protections. Employers are required to deal with complaints fairly and without delay. If you are being bullied, you do not have to face it alone. Contact a member of our employment law team on 0333 358 4015 to arrange a case analysis.