Tackling workplace bullying and harassment

Workplace bullying and harassment remain serious challenges for organisations across the UK, regardless of size or sector. The effects on employee wellbeing, morale and productivity can be severe, and for employers, the risks range from reputational damage to costly legal claims. These issues are not confined to any one type of business, making it essential for employers to take active steps to address them.

A 2024 report from the Chartered Institute of Personnel and Development (CIPD) reveals the scale of the problem. Almost one in four workers have experienced some form of bullying or harassment in their career. While 81% of employers believe they are doing enough to address these behaviours, only 36% of employees who have experienced conflict feel the matter was fully resolved. This points to a clear disconnect between employer intent and employee experience.

Although the terms are often used interchangeably, there are important distinctions.

• Bullying is repeated behaviour intended to intimidate, offend, degrade or humiliate, creating a hostile working environment. It can be verbal, physical or psychological and may be carried out by managers, colleagues or even subordinates.
• Harassment, as defined under the Equality Act 2010, is unwanted conduct related to a protected characteristic; such as race, sex, disability or age; that violates a person’s dignity or creates an intimidating, hostile, degrading or offensive environment.

While bullying is not specifically prohibited by law, harassment linked to protected characteristics is illegal and can lead to significant legal and financial consequences.

The toll on employees can be considerable. Victims may suffer from anxiety, depression and loss of confidence, sometimes leading to long-term trauma. This not only affects their personal wellbeing but also impacts attendance, engagement and performance.

For employers, the fallout includes reduced productivity, higher absence rates, increased staff turnover and damage to their employer brand. Reputational harm can be long-lasting, especially in an era where workplace experiences can be shared instantly online or in the media.

The past year has seen significant movement in law, regulation and industry standards:

• New legal duty to prevent sexual harassment – From October 2024, employers are required to take proactive measures to stop sexual harassment before it occurs. Failure to do so could see compensation awarded to victims increased by up to 25%.
• Ban on NDAs to cover up misconduct – Announced in July 2025, new legislation will make it unlawful for employers to use non-disclosure agreements to silence victims of workplace harassment or discrimination.
• Expanded regulatory oversight – The Financial Conduct Authority will require around 37,000 regulated firms to report serious non-financial misconduct, including bullying and harassment, by September 2026.
• Sector-specific standards – The newly established Creative Industries Independent Standards Authority (CIISA) has introduced behaviour guidelines, reporting mechanisms and independent oversight for industries such as film, TV, theatre and music.
• Disproportionate impact on disabled employees – Research by Deloitte in late 2024 found that 40% of disabled employees or those with chronic health conditions had experienced bullying, with many also reporting missed promotions and having their competence questioned.

These developments reflect growing public, legal and regulatory pressure for organisations to address toxic workplace behaviour, not just respond to it.

A healthy workplace culture is the strongest defence against bullying and harassment. Toxic behaviours take root in environments where they are ignored or inadequately addressed.

Leaders set the tone. Managers who act swiftly and fairly when issues arise, model respectful behaviour and promote inclusivity are far more likely to build teams where employees feel safe and supported. In contrast, poor leadership allows problems to fester, eroding trust and morale.

CIPD research consistently shows that organisations which actively prioritise employee wellbeing and tackle bullying and harassment see higher retention, greater job satisfaction and improved overall performance.

Practical steps to prevent bullying and harassment

1. Implement a clear policy – Define bullying and harassment, provide examples, outline reporting processes and ensure the policy is well-communicated to all staff.
2. Provide regular training – Ongoing education helps employees and managers recognise inappropriate behaviour, understand the consequences and respond appropriately.
3. Create safe reporting channels – Offer confidential or anonymous routes for raising concerns, and reassure staff they will not face retaliation.
4. Encourage open communication – Use regular one-to-ones, team meetings and feedback sessions to surface issues early.
5. Lead by example – Managers should model the behaviour they expect and take consistent, visible action when standards are breached.
6. Use external HR support where needed – For smaller organisations without in-house HR, a specialist consultancy can provide expert advice, policy development, training and independent investigations.

Even though bullying is not specifically illegal, it can result in claims such as constructive dismissal if it forces an employee to resign. Harassment linked to protected characteristics under the Equality Act 2010 is unlawful and can lead to tribunal claims, fines and reputational harm.

With new laws now placing greater emphasis on prevention and transparency, employers must be ready to demonstrate that they have taken all reasonable steps to protect staff from harm. Thorough investigations and prompt, proportionate action are essential.

Bullying and harassment have no place in a modern workplace. The human and financial costs are simply too high to ignore. By embedding respect and inclusion into workplace culture, acting proactively and staying up to date with evolving legal requirements, employers can protect their people, strengthen their teams and safeguard the long-term success of their business.