Workplace Bullying Advice

Bullying and harassment in the workplace can have a devastating impact on morale, self-confidence and mental health. If you are being bullied and harassed by someone you work with, you don’t have to suffer in silence. Our employment law specialists can help you take action against this unacceptable behaviour.

Harassment is defined by the Equality Act 2010 as unwanted conduct related to a protected characteristic which has the purpose or effect of violating an employee’s dignity or creating an intimidating, degrading or hostile environment for that person. Protected characteristics could be age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.

Bullying is not defined by law, but is characterised by offensive, intimidating, malicious or insulting behaviour which undermines or humiliates an employee. This can be through the abuse or misuse of power and can take many forms.

It is also important to note that bullying and harassment does not only occur face-to-face and can be in the form of writing, emails, phone calls or on social media. Not all acts of bullying or harassment are obvious as some may be subtle but are nonetheless devastating for the victim. Contact our experts now.

How can our experts help you?

  • Work with you

Our employment law specialists can discuss any issue involving bullying or harassment in the workplace. We will work with you to understand your objectives and advise on the best way forward to achieve the best outcome for you.

  • Our solicitors can advise you

We can advise you on whether the behaviour is unlawful and help you to have an informal conversation with your employer and or assist and guide you through your employer’s grievance process. If appropriate, we can help you to pursue a claim to the Employment Tribunal.

  • Keep up to date

Throughout the whole claim our solicitors will keep you up to date through your preferred option.

Our team of solicitors are proficient in helping employees in making claims in a number of situations including:

  • Racist, sexist or homophobic behaviour
  • Unwanted sexual advances
  • Constant criticism and victimisation
  • Disproportionate micromanagement and unmanageable work loads
  • Unjustified threats about job security
  • Intentional blocks to promotion
  • Exclusion and being ignored

Don’t suffer in silence, call our experts now.

Why should you contact our experts?

  • Lawyers who are experts

Our team understands the legal complexities involved and we have expertise in handling bullying and harassment claims across many different industry sectors.

  • Solicitors who understand

We appreciate how daunting it can be for an individual to come forward, when they might be deeply upset about their treatment or worried about their career prospects. At Hodge Jones & Allen, we go out of our way to ensure our clients feel supported and advised every step of the way. We know that every case is different and we pride ourselves on our caring, highly personalised approach.

  • Lawyers who fight your corner

You should never have to accept bullying or harassment whilst at work. Your employer has a duty of care to protect you from such behaviour in the workplace. If you make a complaint about bullying or harassment then your employer should conduct a prompt and objective investigation.

What outcome can I expect?

If you decide to take a claim to the Employment Tribunal then you may be able to secure compensation, an apology and push for changes in working practice to prevent further incidents in future.

Another option may be to negotiate an exit from your employer by way of a Settlement Agreement and we can guide you through this process.

Case Study: Client wins significant settlement sum after being subjected to excessive workload, bullying and harassment.

She instructed us following threats by her employer that it would initiate a capability procedure and alleged performance issues against her. Her employer gave her the option to leave the organisation with notice pay and avoid being performance managed or stay and risk being dismissed for capability reasons. We advised our client to raise a grievance, complaining of the bullying and harassment she had been subjected to. We contested allegations of under performance on her behalf.

Outcome: Within three weeks, we secured a mutual termination for her for a significant sum.

Frequently asked questions

Can I still claim if my colleagues/employer say it is just ‘banter’?

Your employer may try to argue that the behaviour was ‘banter’ that occurs regularly. Whilst banter is all well and good there may well be instances where someone crosses the line and it becomes bullying or harassment.

If you engage in such banter, then it may make is more difficult for you to argue that your feel offended by the comments. However, if the behaviour has suddenly become personal to you and is causing you distress then contact us for advice on your rights.

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Phone:0808 231 6369
Fax:020 7388 2106
Address:Hodge Jones & Allen Solicitors
180 North Gower Street
London
NW1 2NB
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