Getting Bullied at Work? What You Can Do in the UK

What to do if you are being bullied at work

If you are getting bullied at work, start by recording specific incidents, finding your employer’s complaints policy and choosing a safe person to tell. You do not need to decide the exact legal label before asking for help. If the behaviour is serious, you can raise a formal grievance without first confronting the person involved.

Being repeatedly undermined can make everyday decisions feel difficult. You might worry that complaining will damage your career or that no one will believe you. A useful first goal is smaller: put one clear example into words and identify the support you need for your next shift. You do not have to solve the whole situation today.

Recognising behaviour that needs attention

Bullying can involve humiliation, persistent personal criticism, exclusion from information or repeated attempts to undermine someone’s work. It can happen in person, through messages or in online meetings. A person’s seniority does not make the behaviour acceptable, and a workplace culture of rough humour does not settle whether a complaint is justified.

However, a disagreement, reasonable instruction or fair performance review is not automatically bullying. Look at the words used, the setting, the consistency of expectations and what happened when you asked for clarification. A manager explaining an error privately is different from repeatedly insulting you in front of the team. Describe that difference rather than relying only on the word bullying.

Start a factual record

Write an account soon after an incident, while you can still remember the sequence. Separate what you directly observed from what someone later told you. If you cannot recall the exact words, say that you are giving the approximate wording. Avoid filling a gap with a detail that merely seems likely.

For example, record that your supervisor called your work useless during the morning briefing, named the task and refused your request to discuss corrections privately. Then explain that you were removed from that task. This gives an investigator something to check. A general entry saying everyone hates you may capture your distress, but it provides fewer practical leads.

• Record the incident date and time, place or communication channel, and who was present.
• Describe the words or actions and the work being discussed.
• Note your response, any immediate consequence and where relevant messages can be found.
• Keep the date you wrote the note distinct from the date the incident happened.

Decide how to raise the concern

Read your grievance, dignity at work or anti-bullying policy. If you feel able, a short conversation may resolve a misunderstanding. You could explain which behaviour concerned you and ask for it to stop. Follow up with a factual email so there is a record of the request and any agreement.

If the person involved is your manager, use an alternative contact in the policy, such as HR or a more senior manager. Serious allegations, fear of retaliation or unsuccessful informal attempts are reasons to consider the formal route. You can ask a trade union representative to help you prepare; you do not need to present a perfectly written legal argument.

When reporting, include a few clear examples, their effect on your work and what you want the employer to do. Possible requests include a fair investigation, private feedback, reliable access to information or an interim reporting arrangement. Ask who will handle the concern and when you should expect an update.

Understand the legal distinction

Bullying is not a standalone employment tribunal claim in itself. Particular behaviour may engage other rights, including discrimination law, contractual duties or protection connected with certain complaints. Whether any of those apply depends on the facts. A workplace can still investigate bullying under its policies even if a tribunal claim is unavailable.

If you are considering legal action, seek advice early about your employment status, service and deadlines. Raising a grievance does not stop a tribunal deadline running. Do not resign simply because you have read that bullying can lead to constructive dismissal; leaving can affect your income and legal position, and that route is difficult.

Protect your wellbeing while the issue is investigated

Think about what would make work manageable now. You might need a named contact, a break during a difficult meeting or a discussion about workload. If your health is affected, speak to a suitable healthcare professional and describe what you are experiencing rather than trying to diagnose yourself from an article.

Keep a manageable record of follow-ups as well as incidents. Include improvements, explanations and agreements, not only negative events. Set aside a short time to update your notes, then step away from the record. Documentation should help you communicate clearly, rather than become another task that takes over every evening.

Frequently asked questions

Do I have to confront the person first? No. If an informal approach feels unsafe, is inappropriate or has failed, you can use your employer’s formal procedure. Explain why you have chosen that route.

Can I complain without witnesses? Yes. Your own account, messages, documents and the surrounding circumstances can still be considered. Be clear about what each item actually shows.

Will HR keep my complaint completely secret? Do not assume so. Fair investigation may require sharing relevant details. Ask who will see your information and how unnecessary disclosure will be limited.

Sources and scope

Guidance checked on 25 October 2026. This article covers England, Wales and Scotland. Northern Ireland has different employment laws and procedures; check the Labour Relations Agency guidance. Examples are fictional. Laws and procedures can change, so check the linked guidance and get advice about your circumstances.

• Acas: bullying at work
• GOV.UK: workplace bullying and harassment
• Acas: current tribunal time limits
• Northern Ireland: Labour Relations Agency

Dealing with something similar at work?

EviDiary helps you organise workplace incidents, notes and supporting evidence into a dated timeline. You can prepare a report using the features available on your plan. Start with the facts you remember and label any uncertainty; a diary does not independently verify an allegation or guarantee a legal outcome. EviDiary helps you document what happened and does not replace independent legal advice.

• Open EviDiary and start documenting
• Compare EviDiary plans and report features