{"id":2243,"date":"2022-02-03T04:48:43","date_gmt":"2022-02-03T04:48:43","guid":{"rendered":"https:\/\/uk.legalvision.com.au\/?p=2243"},"modified":"2025-08-28T07:55:08","modified_gmt":"2025-08-28T06:55:08","slug":"bullying-or-harassment","status":"publish","type":"post","link":"https:\/\/legalvision.co.uk\/employment\/bullying-or-harassment\/","title":{"rendered":"How Should I Respond to a Bullying or Harassment Allegation in My Business in the UK?"},"content":{"rendered":"\n<p><span style=\"font-weight: 400\">As an employer, there are times when you may have to deal with difficult situations. One such situation that may arise is when an employee raises <\/span>an allegation of workplace bullying or\u00a0<a href=\"https:\/\/legalvision.co.uk\/employment\/sexual-harassment-allegation\/\" target=\"_blank\">harassment<\/a>. If attempts to resolve the issue informally are unsuccessful, your employee may submit a formal complaint of workplace bullying or harassment. They may even take legal action, which means going to an employment tribunal. Therefore, it is essential to understand how to<span style=\"font-weight: 400\"> respond to allegations of bullying or harassment.\u00a0This article will explain how you should respond to a bullying or harassment allegation in your business<\/span>.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span style=\"font-weight: 400\">What Is Bullying and Harassment?<\/span><\/h2>\n\n\n\n<p><span style=\"font-weight: 400\">When a person does something that causes another to feel offended or intimidated, this is bullying and harassment. This might include behaviour which is:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400\">offensive;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">humiliating;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">harmful in either a physical or emotional way; or&nbsp;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">intimidating.<\/span><\/li>\n<\/ul>\n\n\n\n<p>Bullying and harassment do not have to happen face-to-face, but could happen in a written format, such as through a letter or an email. It could also happen over the phone.<\/p>\n\n\n\n<p><span style=\"font-weight: 400\">The following are examples of behaviour in the workplace, which could be bullying or harassment at work:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400\">mistreating someone;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">spreading malicious rumours;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">constantly putting a person down or picking on them; and<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">stopping someone from taking a promotion or training opportunity.<\/span><\/li>\n<\/ul>\n\n\n\n<p><span style=\"font-weight: 400\">Whilst bullying is not against the law, harassment in certain circumstances is. This is the key difference between bullying and harassment.&nbsp;<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400\">Harassment is an <a href=\"https:\/\/legalvision.co.uk\/employment\/employment-discrimination\/\">unlawful form of bullying<\/a> if it relates to any of the following:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400\">race;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">disability;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">age;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">sex;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">sexual orientation;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">religion or belief;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">maternity of pregnancy issues;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">civil partnership and marriage; or<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">gender reassignment.<\/span><\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><span style=\"font-weight: 400\">What Is Your Responsibility?<\/span><\/h2>\n\n\n\n<p><span style=\"font-weight: 400\">Employers have a responsibility to prevent bullying and harassment from occurring within the workplace. There is a legal responsibility to do all you reasonably can to prevent it. You also have a duty of care towards your staff to look after their well-being.<\/span><\/p>\n\n\n\n<div  class=\"box box--icon box--warning\">\n    <p>Whilst the person carrying out any bullying and harassment is the person responsible for this, you can also be held responsible. As a third-party entity, employers can be held legally responsible for their staff\u2019s actions.<\/p>\n<\/div>\n\n\n\n\n<a href=\"#content-next\"\n   class=\"block p-4 mt-10 text-xl font-bold text-center text-white no-underline bg-gray-800 rounded-t-xl\">\n    Continue reading this article below the form\n    <i class=\"text-xl fa-regular fa-arrow-down\"><\/i>\n<\/a>\n<div class=\"px-6 pt-10 pb-12 mb-10 text-center bg-gray-100 rounded-b-xl sm:px-12 test\">\n    <div class=\"mb-8 text-2xl font-bold text-orange\">\n        Need legal advice?\n        <br>\n        <span class=\"text-lg not-prose\">\n                            Call <a href=\"tel:+448081968584\" class=\"not-prose\">0808 196 8584<\/a> for urgent assistance.\n                <br>\n                Otherwise, complete this form, and we will contact you within one business day.\n                    <\/span>\n    <\/div>\n\n    \n\n<div class=\"not-prose flex justify-center text-left gform_input_bg_white    \">\n    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There are legal options an employee can take regarding the allegation, so taking it seriously can potentially prevent the situation from escalating.&nbsp;<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400\">Your initial response should be to <\/span>review your\u00a0<a href=\"https:\/\/legalvision.co.uk\/employment\/employment-policies\/\" target=\"_blank\">workplace&#8217;s policies and procedures<\/a>\u00a0for addressing<span style=\"font-weight: 400\"> allegations of bullying or harassment. It is also important that you address any allegation in a sensitive and fair manner. This pertains to the employee making the allegation, the person accused, and anyone else involved.\u00a0<\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span style=\"font-weight: 400\">Talk to the Employee Making the Allegation<\/span><\/h3>\n\n\n\n<p><span style=\"font-weight: 400\">First, it is vital to meet with the employee making the allegation and discuss the following:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400\">what exactly has happened;<\/span><\/li>\n\n\n\n<li>who is involved;<\/li>\n\n\n\n<li>what kind of response they wish to see<span style=\"font-weight: 400\">;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">what type of support they may require, such as staff support networks or external organisations such as charities; and<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">assurance that the complaint is confidential.&nbsp;<\/span><\/li>\n<\/ul>\n\n\n\n<p><span style=\"font-weight: 400\">You should try to keep an open mind during this conversation. You should also be mindful of any sensitive issues surrounding the allegation and keep an eye on their mental well-being after they have raised the allegation.<\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span style=\"font-weight: 400\">Take Action<\/span><\/h3>\n\n\n\n<p><span style=\"font-weight: 400\">During your conversation with your employee, you will have discussed what course of action they may wish to take. There are many ways to <a href=\"https:\/\/legalvision.co.uk\/employment\/conduct-disciplinary-investigation\/\">respond to an allegation<\/a> of bullying or harassment. For example, speaking with the person accused, monitoring the issue, or engaging in<\/span> mediation are all options. It is also possible to address the issue<span style=\"font-weight: 400\"> through formal channels.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400\">You must take<\/span> the action your employee wishes to take. However, where you cannot agree, it is up to you to decide how to move forward. For example, you may decide that the allegation is too serious to handle informally. However, if your employee opts to take formal action, regardless of your views, you must comply<span style=\"font-weight: 400\">.<\/span><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span style=\"font-weight: 400\">Informal Action<\/span><\/h2>\n\n\n\n<p><span style=\"font-weight: 400\">An employer should attempt to address a bullying or harassment allegation informally whenever<\/span> possible. You may need to investigate the complaint further before deciding on a course of action. Where this is the case,<span style=\"font-weight: 400\"> you will need to:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400\">decide who is best placed to do this, such as a neutral person; <\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">gather evidence; and <\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">keep a record of all the steps taken. and your findings<\/span><\/li>\n<\/ul>\n\n\n\n<p><span style=\"font-weight: 400\">When you decide which informal action is most appropriate, you may need to check that the employee who made the allegation agrees with you. You may decide on more than one course of action<\/span>, like<span style=\"font-weight: 400\">:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400\">mentoring;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">training;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">a meeting with all involved;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">speaking one-on-one with those involved; or<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">mediation.<\/span><\/li>\n<\/ul>\n\n\n\n<p>You may alternatively decide that no action is needed. If this is the case, ensure that you record this in writing with your reasons.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span style=\"font-weight: 400\">Formal Action<\/span><\/h2>\n\n\n\n<p><span style=\"font-weight: 400\">Where either you or your employee decides<\/span> that formal action is necessary, you should follow the relevant formal procedure in place within your business. Alternatively, if you do not have a specific procedure in place for addressing bullying and harassment allegations, you should follow a formal grievance procedure.\u00a0As part of this, there are two key points to consider initially<span style=\"font-weight: 400\">.<\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span style=\"font-weight: 400\">Who Will Investigate the Complaint?<\/span><\/h3>\n\n\n\n<p><span style=\"font-weight: 400\">Ideally, this should be a neutral person again. If your business is too small to allow this, ensure that the person investigating keeps an open mind and acts fairly. Another option is to hire an outside investigator. the dispute<\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span style=\"font-weight: 400\">Do You Need to Separate Employees?<\/span><\/h3>\n\n\n\n<p><span style=\"font-weight: 400\">This may be necessary <\/span>to protect employees. Any separation must be carried out fairly, and any consideration of suspension should be undertaken with great care<span style=\"font-weight: 400\">.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400\">If the result of your formal procedure is to take disciplinary action against an employee, then you should follow a formal disciplinary procedure.<\/span><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span style=\"font-weight: 400\">After Responding to a Bullying or Harassment Allegation<\/span><\/h2>\n\n\n\n<p><span style=\"font-weight: 400\">Once you have responded to the allegation, it is best to do the following:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400\">keep a clear record of what you did, the evidence gathered, and your final actions;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">update the employee who made the allegation;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">keep tabs on the issue; and<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">continue to attempt to prevent bullying and harassment from happening. This may include new procedures in place as specific responses to an allegation.<\/span><\/li>\n<\/ul>\n\n\n    <div class=\"my-7 lg:my-10 border-y-2 border-gray-100 py-7 lg:py-10 flex flex-col sm:flex-row items-start gap-10\">\n                    <img decoding=\"async\" class=\"w-52 mx-auto my-0! rounded\" src=\"https:\/\/img.legalvision.com.au\/wp-content\/uploads\/sites\/4\/2025\/01\/21011453\/Screenshot-2025-01-21-at-12.14.38-pm.png\" alt=\"Front page of publication\"\n                 loading=\"lazy\" width=\"208\" height=\"298\">\n                <section>\n            <div class=\"text-2xl font-bold\">2025 Key UK Employment Law Changes<\/div>\n            <div class=\"body-text\">\n                <p>This factsheet outlines key developments in 2025 affecting workforce management. In particular, the proposed Employment Rights Bill (2024) will drive significant changes, anticipated to start late 2025.<\/p>\n            <\/div>\n            \n\n<a href=\"https:\/\/img.legalvision.com.au\/wp-content\/uploads\/sites\/4\/2025\/01\/22052013\/LegalVision_2025-Key-UK-Employment-Law-Changes-Factsheet.pdf\" class=\" block px-5 py-3.5 max-w-fit bg-orange button__hover transition rounded text-white font-bold text-lg no-underline uppercase leading-tight text-center\" target=\"\" rel=\"\">Download Now<\/a>        <\/section>\n    <\/div>\n\n\n\n\n<h2 class=\"wp-block-heading\"><span style=\"font-weight: 400\">Key Takeaways<\/span><\/h2>\n\n\n\n<p><span style=\"font-weight: 400\">As an employer faced with an allegation of bullying or harassment, you are ultimately responsible for the behaviour. As such, you must handle the dispute immediately, seriously, and fairly. After discussing the allegation with your employee, you have options to respond to it informally or through a formal procedure. Either procedure will involve gathering evidence and deciding upon a final course of action. Likewise, it is essential to maintain a concise written record of your response to the allegation. You should also consider implementing additional procedures to address the allegation and prevent future bullying or harassment.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400\">If you need help understanding how to respond to a bullying or harassment allegation in your business, our <a href=\"https:\/\/legalvision.co.uk\/employment-lawyers-lp\/\">experienced employment lawyers<\/a> can assist as part of our LegalVision membership. For a low monthly fee, you will have unlimited access to lawyers to answer your questions and draft and review your documents for a low monthly fee. Call us today on <a href=\"tel:+448081968584\" class=\"AVANSERnumber dynamic-number\">0808 196 8584<\/a> or visit our<\/span> <a href=\"https:\/\/legalvision.co.uk\/membership\"><span style=\"font-weight: 400\">membership page<\/span><\/a><span style=\"font-weight: 400\">.<\/span><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span style=\"font-weight: 400\">Frequently Asked Questions<\/span><\/h2>\n\n\n\n<div class=\"schema-faq wp-block-yoast-faq-block\"><div class=\"schema-faq-section\" id=\"faq-question-1643863471390\"><strong class=\"schema-faq-question\">Is an employer responsible for an allegation of bullying or harassment?<\/strong> <p class=\"schema-faq-answer\">Whilst the person carrying out the bullying or harassment is responsible for it, an employer can also be legally responsible as a third party.<\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1643863481883\"><strong class=\"schema-faq-question\">Does an employer have a responsibility to prevent bullying and harassment from occurring in the workplace?<\/strong> <p class=\"schema-faq-answer\">An employer has a legal responsibility to ensure that bullying and harassment do not occur at work.<\/p> <\/div> <\/div>\n","protected":false},"excerpt":{"rendered":"<p>As an employer, there are times when you may have to deal with difficult situations. One such situation that may arise is when an employee raises an allegation of workplace bullying or\u00a0harassment. If attempts to resolve the issue informally are unsuccessful, your employee may submit a formal complaint of workplace bullying or harassment. They may<a href=\"https:\/\/legalvision.co.uk\/employment\/bullying-or-harassment\/\">Continue reading <span class=\"sr-only\">&#8220;How Should I Respond to a Bullying or Harassment Allegation in My Business in the UK?&#8221;<\/span><\/a><\/p>\n","protected":false},"author":13380,"featured_media":646,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_relevanssi_hide_post":"","_relevanssi_hide_content":"","_relevanssi_pin_for_all":"","_relevanssi_pin_keywords":"","_relevanssi_unpin_keywords":"","_relevanssi_related_keywords":"","_relevanssi_related_include_ids":"","_relevanssi_related_exclude_ids":"","_relevanssi_related_no_append":"","_relevanssi_related_not_related":"","_relevanssi_related_posts":"1739,1001,2205,1199,2731,2253","_relevanssi_noindex_reason":"","editor_notices":[],"footnotes":""},"categories":[35],"tags":[20,21,222,223,538,539,540],"class_list":["post-2243","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employment","tag-small-business","tag-medium-business","tag-grievance-policy","tag-large-business","tag-bullying","tag-harassment","tag-workplace-harassment"],"acf":[],"yoast_head":"<!-- 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