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Workplace Bullying

Introduction

Workplace bullying can have a significant impact on your confidence, wellbeing, and ability to perform your role effectively.

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Many employees experience behaviour that feels unfair, intimidating, or undermining but are unsure whether it amounts to workplace bullying. Understanding what workplace bullying looks like and knowing what steps to take can help you address concerns before they escalate.

What Is Workplace Bullying?

 

Workplace bullying is repeated behaviour that makes someone feel intimidated, humiliated, undermined, excluded, or unfairly treated at work.

Bullying can come from managers, colleagues, senior leaders, or even groups of employees.

Common examples of workplace bullying include:

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  • Being shouted at or spoken to aggressively

  • Public criticism or humiliation

  • Excessive micromanagement

  • Being excluded from meetings or opportunities

  • Unreasonable workloads or deadlines

  • Intimidation or threatening behaviour

  • Having your work constantly undermined

  • Being ignored or isolated

  • Spreading rumours or gossip

  • Retaliation after raising concerns​

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Not every workplace disagreement or difficult conversation will amount to bullying. However, repeated patterns of behaviour or serious incidents should be taken seriously.

Signs of Workplace Bullying​

Workplace bullying is not always obvious. In many cases, it develops gradually over time and becomes a pattern of behaviour that leaves employees feeling anxious, isolated, or unable to perform their role effectively.

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Common signs of workplace bullying include:

  • Being regularly criticised or blamed unfairly

  • Being shouted at, spoken to aggressively, or humiliated in front of others

  • Having your work constantly undermined or dismissed

  • Being excluded from meetings, conversations, or opportunities

  • Being given unrealistic deadlines or workloads

  • Excessive monitoring or micromanagement

  • Being ignored, isolated, or treated differently from colleagues

  • Receiving threats about your performance, role, or job security

  • Being the subject of rumours, gossip, or personal attacks

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While occasional disagreements can occur in any workplace, repeated behaviour that causes distress or creates a hostile working environment should be taken seriously.

If the behaviour is affecting your confidence, wellbeing, or ability to do your job, it may be appropriate to raise concerns with your employer

Bullying by a Manager

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Bullying by a manager can be particularly difficult because managers often have authority over workloads, performance reviews, promotions, and disciplinary processes.

Employees commonly report concerns such as:

  • Public criticism during meetings

  • Constant negative feedback without support

  • Being singled out for mistakes

  • Excessive micromanagement

  • Unreasonable demands or deadlines

  • Exclusion from important discussions

  • Threats relating to performance or job security

 

Because of the power imbalance involved, employees may feel reluctant to challenge the behaviour or report concerns.

 

If you believe your manager is bullying you, it is important to keep detailed records of incidents, including dates, witnesses, emails, and meeting notes. Evidence can be crucial if you later decide to raise a grievance or formal complaint.

Employers have a responsibility to provide a safe working environment and should investigate concerns about bullying regardless of the seniority of the person involved.

Steps to Address Workplace Bullying

1

Recognise the Behaviour

Consider whether the behaviour is isolated or part of an ongoing pattern.

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Ask yourself:

  • Is the behaviour repeated?

  • Is it affecting your wellbeing?

  • Is it impacting your ability to do your job?

  • Would a reasonable person consider the behaviour inappropriate?

2

Record Incidents

Keep a clear record of incidents.

This may include:

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  • Dates and times

  • What was said or done

  • Who was involved

  • Witnesses

  • Emails and messages

  • Screenshots

  • Meeting notes

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Creating a timeline can help identify patterns of behaviour.

3

Review Workplace Policies

Where appropriate, you may choose to:

  • Speak to the individual involved

  • Raise concerns with your manager

  • Contact HR

  • Request mediation

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Some situations can be resolved informally, although serious concerns may require formal action.

6

Seek Support and Monitor Outcomes

After raising concerns:

  • Keep records of ongoing behaviour

  • Follow up on agreed actions

  • Monitor workplace changes

  • Document any retaliation or victimisation

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Support may also be available through HR, employee assistance programmes, trade unions, or professional advisers.

5

Raise a Formal Grievance

If the behaviour continues or is particularly serious, you may decide to raise a formal grievance.

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Your grievance should include:

  • Specific examples

  • Dates and incidents

  • Supporting evidence

  • Witness information

  • The impact on you

  • The outcome you are seeking

4

Consider Informal Resolution

Where appropriate, you may choose to:

  • Speak to the individual involved

  • Raise concerns with your manager

  • Contact HR

  • Request mediation

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Some situations can be resolved informally, although serious concerns may require formal action.

Employer Investigation and Response

If a formal complaint is raised, your employer should investigate the concerns.

This may involve:

  • Interviewing witnesses

  • Reviewing documents

  • Holding meetings

  • Assessing evidence

  • Speaking with the individuals involved

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You should receive a written outcome explaining:

  • The findings

  • Any actions taken

  • The reasons for the decision

What If the Bullying Continues?

If the behaviour continues after you have raised concerns, you may need to take further action.

This could include:

  • Raising additional concerns

  • Requesting a review

  • Appealing the outcome

  • Reporting retaliation or victimisation

  • Seeking external advice

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Keep detailed records of any ongoing issues.

Is Workplace Bullying Illegal?

Many employees ask whether workplace bullying is illegal.

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In the UK, workplace bullying is not always unlawful in itself. However, employers still have a duty to address inappropriate behaviour and maintain a safe working environment.

 

Bullying may become a legal issue where it involves:

  • Discrimination related to a protected characteristic

  • Harassment under equality legislation

  • Victimisation after raising concerns

  • Breaches of health and safety obligations

  • Breaches of employment contracts

  • Constructive dismissal situations where an employee resigns because of serious employer failures

 

Even where bullying does not meet a specific legal definition, employers are expected to investigate concerns and take appropriate action.

If workplace bullying is affecting your wellbeing or ability to work, you should seek advice and consider raising concerns through your employer's grievance procedure.

How to Prove Workplace Bullying

One of the most common concerns employees have is how to prove workplace bullying.

Employers are unlikely to act based on allegations alone. The strongest cases are supported by clear evidence showing a pattern of behaviour over time.

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Useful evidence may include:

  • Emails and written correspondence

  • Teams, Slack, or instant messaging conversations

  • Meeting notes

  • Witness statements

  • Screenshots

  • Performance reviews

  • Diary entries

  • Records of conversations

  • Copies of complaints previously raised

When recording incidents, include:

  • The date and time

  • What happened

  • Who was involved

  • Who witnessed the incident

  • How the behaviour affected you

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A clear timeline can help demonstrate repeated behaviour and identify patterns that may not be obvious when incidents are viewed individually

Common Mistakes to Avoid

  • Waiting too long before documenting incidents

  • Relying solely on memory

  • Responding emotionally in writing

  • Failing to gather evidence

  • Ignoring workplace policies

  • Not seeking support when needed

  • Failing to keep copies of communications

How Marcas Can Help

Marcas can support you throughout the process by helping you:

  • Assess whether behaviour may amount to bullying

  • Organise evidence

  • Build a timeline of incidents

  • Prepare a formal grievance

  • Draft grievance letters

  • Prepare for meetings

  • Review outcomes and next steps

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By taking a structured approach, you can present your concerns clearly and ensure your employer has the information needed to investigate properly

Frequently Asked Questions About Workplace Bullying

 

Can I raise a grievance for workplace bullying?

Yes. If informal attempts to resolve the issue have failed, or if the behaviour is particularly serious, you may choose to raise a formal grievance. Your grievance should include examples of the behaviour, supporting evidence, and the impact it has had on you.

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What if there are no witnesses?

Many bullying incidents occur in private. Even if there are no witnesses, evidence such as emails, messages, meeting notes, diary records, and patterns of behaviour can still support your concerns.

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Can my employer dismiss me for complaining about bullying?

Employees should not be treated unfairly for raising genuine workplace concerns. If you experience retaliation, victimisation, or unfair treatment after reporting bullying, you should document this and seek further advice.

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How long should a workplace bullying investigation take?

Timescales vary depending on the complexity of the case. Most employers will aim to investigate concerns promptly and keep employees informed throughout the process.

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What happens after I report workplace bullying?

Your employer should review the concerns, gather evidence, speak to relevant individuals, and provide a written outcome explaining any findings and actions taken.

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Can workplace bullying happen remotely?

Yes. Bullying can occur in remote and hybrid workplaces through emails, instant messaging platforms, video calls, exclusion from meetings, or unreasonable communication practices.

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Is workplace bullying the same as harassment?

Not always. Harassment has a specific legal definition and often relates to protected characteristics such as age, disability, race, religion, sex, or sexual orientation. However, some workplace bullying may also amount to unlawful harassment.

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What should I do if the bullying continues after I complain?

Continue documenting incidents, report any retaliation, follow your employer's appeal process where appropriate, and seek further advice if concerns remain unresolved.

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Can I resign because of workplace bullying?

Some employees choose to resign when workplace bullying becomes intolerable. Before making any decision about resignation, it is often sensible to seek professional advice and understand the potential implications.

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How can Marcas help with workplace bullying?

Marcas can help you assess your situation, organise evidence, build a timeline, prepare a grievance, draft correspondence, prepare for meetings, and understand potential next steps.

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