Managing Bullying and Harassment at Work: Expert Insights on Prevention & Action

Bullying and harassment continue to be a significant issue in the workplace, with the Trades Union Congress (TUC) reporting that nearly a third of people have been bullied at work. The shift to hybrid working during the COVID-19 pandemic has created additional challenges in managing and supporting teams effectively.

In our recent webinar, an expert panel delved into the complexities of preventing and tackling workplace bullying and harassment. Our speakers included:

✓ James Tamm, Director of Legal Services at WorkNest

✓ Annabelle Carey, Head of Organisational Development Services at WorkNest

✓ Heather Beach, Founder and Director of The Healthy Work Company

✓ Alexis Powell-Howard, Managing Director of Fortis Therapy & Training

The discussion covered key topics such as identifying bullying behaviours, understanding root causes, supporting affected employees, and mitigating legal risks for employers. Here are some of the crucial takeaways:

Identifying different types of workplace bullying and harassment

Understanding the root causes of workplace bullying and harassment

Several common factors contribute to bullying behaviour: 

• Lack of self-awareness and emotional intelligence
• Insecurity and lack of confidence in managing people
• Inadequate training, especially for those promoted based on job performance rather than people skills

Managers need support to adapt their communication style, handle conflict effectively, and understand the impact of their behaviour on others.

Creating a ‘speak up’ culture

Employees often fear repercussions or feel their concerns about bullying won’t be taken seriously. Building a culture where people feel safe to come forward is crucial. This starts with senior leaders role-modelling inclusive behaviours and clarifying that bullying is unacceptable.

Other strategies include: 

• Regularly communicating policies and procedures
• Providing multiple channels for reporting concerns
• Using tools like staff surveys to surface issues and start conversations

Legal protection for employers against workplace bullying and harassment

Supporting employees affected by workplace bullying and harassment

The impact of bullying on mental health and wellbeing can be devastating. Employers should provide support to help affected individuals rebuild their confidence and resilience, such as:

• Access to therapy or coaching
• Adjustments to working arrangements where needed
• Regular check-ins and ongoing support

Tackling bullying at the top

Dealing with bullying by senior leaders, particularly CEOs, is one of the most challenging situations. It requires a robust and proactive board and often benefits from external, impartial investigators to ensure a fair process.

The way forward

A holistic approach to creating a positive, inclusive culture is vital to preventing bullying and harassment. This means:

📌 Equipping managers with the skills to role-model inclusive behaviours and handle concerns effectively

📌 Empowering all employees to speak up and challenge unacceptable behaviour

📌 Implementing robust policies and procedures for reporting and investigating incidents

📌 Providing support for affected individuals and creating a culture of respect and psychological safety

By investing in a comprehensive, ongoing approach, organisations can build workplaces where everyone feels valued, supported, and able to thrive.

🎥 Watch the full webinar on demand.

✉️ Want to find out more? Take a look and see how our Mental Health & Wellbeing library will empower you to support your team.

Frequently asked questions about workplace bullying and harassment

What is considered workplace bullying and harassment?

Workplace bullying and harassment include unwanted behaviours such as verbal abuse, intimidation, exclusion, and offensive remarks. While bullying may not always be illegal, harassment related to a protected characteristic (such as age, race, or gender) is prohibited under the Equality Act 2010 in the UK. Identifying these behaviours early is critical to creating a respectful work environment.

How can employers prevent bullying and harassment in the workplace?

Employers can prevent bullying and harassment by implementing clear anti-bullying policies, providing regular training for managers and employees, promoting a culture of respect, and offering multiple reporting channels for incidents. Regular employee surveys can also help identify issues before they escalate.

What are the legal risks for employers regarding workplace bullying?

Employers face legal risks if they fail to prevent bullying or harassment tied to protected characteristics under the Equality Act. Employers can be liable if they don’t take reasonable steps to prevent such behaviour, including enforcing policies, offering training, and addressing complaints fairly.

How should managers support employees affected by bullying or harassment?

Managers should offer support by listening to employees’ concerns, providing access to counselling or mental health services, making necessary adjustments to working arrangements, and conducting fair investigations. Creating a safe and open environment helps employees feel comfortable reporting incidents.

What are the common signs of workplace bullying and harassment?

Common signs of workplace bullying and harassment include employees being undermined, excluded, or belittled, frequent conflicts or raised voices, and noticeable changes in employee mood or productivity. Covert bullying, such as passive-aggressive behaviour or tone, can be harder to identify but equally damaging.

This is valid as of the 23rd September 2024.