UK Employment Solicitors -

Work Bullying - Employment Solicitors - Tribunal Compensation Claims

A worker should never have to endure harassment of any kind. The following are typical incidents which bullying at work solicitors deal with every day in the UK:

  • continuous fault-finding of a capable staff member from a co-worker without reason
  • attempts to discredit a worker by assigning meaningless tasks below experience levels or changing regular duties
  • appoint to difficult assignments or set impossible deadlines in an attempt to set the employee up to fail
  • berating or yelling at a fellow employee when there is no supervisory or managerial relationship between the two
  • continuous nitpicking of trivial issues or unwarranted complaints in reference to the worker’s work output or the quality of results
  • regular and intentional exclusion of a worker from activities
  • making a worker the subject of frequent pranks, jokes or antics that might further involve sexual or racial harassment
  • revealing personal details regarding an employee even though the information is not pertinent to the worker’s responsibilities or duties, which might be seen as a personal attack

Emotional or Physical Effects

Bullying in the workplace can lead to constant anxiety and deteriorating physical and psychological health of the victim. Individuals who are preyed upon by bullies often suffer migraines, elevated blood pressure, ulcers, insomnia and a host of additional stress related ailments. Sustained vulnerability can lead to a worker’s decline in overall efficiency or performance.

Employers that neglect or ignore bullying within their organisation will probably find a downturn in productivity or profitability, such as:

  • loss of motivation in employees caused by diminished morale
  • reduced production in both quality and quantity
  • increased resignations of experienced and trained employees
  • stress and poor health causing lost time & worker absences
  • financial forfeitures and/or compensatory damages in the Manchester Employment Tribunal

Responsibilities of Employers

The Health and Safety at Work Act 1974 declares: when reasonable, employers are by statute obligated to maintain a workplace environment that provides for the safety, welfare and health of its workers. Noncompliance with these Acts is regarded as justification for a claim in Civil Courts and/or the Employment Tribunal for breach of contract. The Criminal Justice and Public Order Act 1994 asserts that some cases of bullying in the workplace constitute criminal offenses, which could result in imprisonment and/or fines.

You can help your claim by keeping records of the incidents with specific details including dates, locations and names of individuals involved, the names of witnesses and a detailed description of what happened. Even seemingly harmless comments or pranks may help to establish a pattern of abuse and should be recorded.

Take Legal Advice

Incidents of bullying in the workplace can be a complicated subject due to the emotional and physical damage which can occur. Workplace bullying can and often does encompass other problems in the workplace, such as bias and discrimination which is based on someone’s race, religion, sexual orientation or sex. If you believe you have been the object of bullying and want to take action, contact our office by the helpline, use the contact form or or email for a consultation with an expert employment law solicitor.

Dealing with a Bully at Work

Individuals dealing with bullying at work should first make a direct request to the offender for the behaviour to stop, unless, of course, there is a possibility of retaliatory physical violence. The next step, should a direct request prove unsuccessful, is to discuss the situation with a superior who is legally responsible to put an end to the behaviour. If the unacceptable behaviour still persists, you should seek out a bullying at work solicitor who specialises in employment claims; it is important to keep detailed records of all bullying incidents that include names and dates of all involved parties and witnesses, place and time of the event and a description of what occurred.

Bullying Legislation

Currently there is no statute which is explicitly tailored to prohibit bullying practices in a place of work; however, solicitors, judges, courts and tribunals often rely on the Sex discrimination Act 1975 and the Race Relations Act 1976 but where these two statutes do not fit the bill, recourse is made to other legislation including UK statutes and EC directives which are often referenced in bullying cases including:

  • Employment Rights Act 1996
  • Employment Relations Act 1999
  • Public Interest Disclosure Act 1998
  • Health and Safety at Work Act 1974
  • Trade Union and Labour Relations (Consolidation) Act 1992
  • Disability Discrimination Act 1995
  • Criminal Justice & Public Order Act 1994
  • Trade Union Reform and Employment Rights Act 1993
  • European Working Time Directive
  • Articles 8 and 19 of the European Convention on Human Rights
  • Protection from Harassment Act 1997
  • Human Rights Act 1998
  • Malicious Communications Act (1998)
  • Freedom of Information Act 2000
  • Employment Rights (Dispute Resolution )Act 1998
  • Employment Act 2002
  • Data Protection Act 1998
  • Access to Medical Reports Act 1998

Bullying at Work Solicitors

Our solicitors deal entirely in employment law issues and are experienced with workplace bullying. You will always know where you stand; no hidden charges or fees will ever be applied. Contact our office by phone or email to receive a free consultation that carries no obligation to proceed.