How to Tackle Bullying at Work

Understanding how to tackle bullying at work is essential for employers who want to protect their staff and reduce the risk of costly claims. I’m John Bloor from EBS Law, and in this article I explain what workplace bullying is, the steps you can take to address it, and how to ensure your business remains compliant with UK employment law.

What counts as bullying at work?

Bullying at work is not legally defined in the same way as harassment under the Equality Act 2010, but it still creates legal and reputational risks for employers. Bullying involves repeated behaviour that undermines, humiliates, or intimidates an employee. Examples include shouting, spreading rumours, excluding someone from activities, or setting unrealistic deadlines. Even if it does not amount to harassment under equality law, it can still breach health and safety obligations and lead to constructive dismissal claims.

The impact of bullying on your business

Bullying damages employee wellbeing, increases absence, and reduces productivity. It also affects morale across teams, leading to higher turnover and reputational damage. For employers, failing to act can mean grievances, tribunal claims, and increased legal risk. Addressing bullying quickly and effectively is therefore not only the right thing to do but also a sound business decision.

How to tackle bullying at work through policies

Employers should have clear policies setting out what constitutes bullying, how complaints will be handled, and the consequences of bullying behaviour. A well-drafted anti-bullying and harassment policy should:

Define bullying and give practical examples
Set out reporting routes, including anonymous reporting where possible
Confirm that complaints will be taken seriously and investigated fairly
State the disciplinary consequences of proven bullying

Policies should be communicated to all staff and reinforced through induction and regular training.

Investigating complaints: how to tackle bullying at work in practice

When a complaint is raised, it must be investigated promptly and impartially. Employers should:

Appoint an unbiased manager or external investigator
Take written statements from the complainant, alleged bully, and witnesses
Review evidence carefully and maintain confidentiality
Reach a reasoned decision and take appropriate action

Failure to investigate can increase the risk of tribunal claims and damage staff confidence in your processes. ACAS provides practical guidance on dealing with bullying complaints: ACAS: bullying at work.

If you would like free advice, John Bloor and the team are here to help. Call John today on 01625 874400 or email enquiries@ebslaw.co.uk for tailored support.

Manager responsibilities

Managers play a critical role in preventing bullying. They must model respectful behaviour, intervene early when issues arise, and support employees who raise concerns. Training managers to recognise signs of bullying and giving them tools to handle complaints is essential for building a positive workplace culture.

Taking disciplinary action: tackling decisively

If an investigation finds bullying has taken place, employers should take proportionate disciplinary action. This may range from warnings to dismissal for gross misconduct, depending on the severity of behaviour. Clear communication of outcomes shows that the business takes bullying seriously and deters future misconduct.

Preventing bullying through culture

While policies and procedures matter, culture is equally important. Employers should promote respect and inclusion through leadership, training, and regular communication. Staff surveys, wellbeing initiatives, and open-door policies also help identify issues early and prevent escalation.

Checklist for employers:

Do you have an up-to-date anti-bullying and harassment policy?
Are managers trained to spot and handle bullying issues?
Do you provide confidential reporting routes for staff?
Are complaints investigated promptly and fairly?
Is action taken consistently against proven bullying behaviour?

Legal risks if you ignore bullying

Ignoring bullying at work exposes employers to claims such as constructive dismissal, personal injury, and even harassment claims under the Equality Act if linked to a protected characteristic. The reputational damage of being labelled as an employer who tolerates bullying can also harm recruitment and retention. Taking action protects both your people and your business.

Contact John Bloor today for expert support at EBS Law. We’re here to ensure your business stays protected every step of the way. Call 01625 874400 or email enquiries@ebslaw.co.uk.

You may also find these EBS Law resources helpful:

Disclaimer: This article provides general information only and does not constitute legal advice. For tailored advice on your specific circumstances, please contact us directly.