Bullying in the workplace isn’t always obvious, but it can present itself in many ways.
There is no legal definition of bullying, however it can be defined as the mistreatment of someone in the workplace, which can range from verbal to physical behaviour and may involve one or multiple individuals. It typically happens face-to-face, but with more businesses switching to hybrid working, it can also take place in a virtual workspace.
This article sets out what bullying looks like, how to identify it and the steps employers can take to address any situations.
How to Identify Bullying at Work?
Bullying can occur in several different ways, making it very important to be on the lookout as an employer for any unacceptable behaviours that may happen.
It is important to learn about the types of actions and behaviours that can be classed as bullying, such as:
- Offensive language
- Spreading of malicious rumours or gossip
- Intimidating or undermining
- Hostile comments or gestures
- Humiliation in front of others
- Passive-aggressive comments or insults
- Placing the blame without evidence
- Taking credit of others work
- Excluding or isolating employees
- Having work deliberately sabotaged or delayed
- Aggressive communication in person or online
It’s also important to make your team aware and encourage them to speak up as soon as they identify any of the above.
Why Does Workplace Bullying Occur?
Workplace bullying can have many underlying causes, from individual to organisational and environmental factors, such as:
- Need for control
- Past experiences
- Insecurity and low self-esteem
- A toxic workplace
- Lack of accountability
- Job-related stress
Understanding and identifying these causes is the first step in right direction to stop issues before they escalate.
How to Handle Workplace Bullying
Employers have the responsibility to stop bullying in the workplace. The first step is to put in place a well-communicated policy to help show your employees how the business is promoting zero-tolerance when it comes to any type of bullying. By responding to a situation promptly and fairly, it will help strengthen your organisation’s culture.
Here are ways you can handle and reduce any form of bullying:
- Educate employees on what is classed as acceptable and unacceptable behaviour
- Introduce anti-bullying training
- Take all allegations seriously
- Always maintain confidentiality as well as sensitivity
- Document everything from start to finish
- Act promptly
- Conduct a fair and confidential investigation
- Provide support to affect employees
Bullying in the workplace isn’t always easy to spot, but ignoring the issues can cause both business and legal risks. With the right approach, it is manageable.
Support From Premier Legal
If you need any help or guidance around bullying, then we encourage you to get in touch with us at Premier Legal. We have experience in many employment policies, not to mention that we can also help you to address issues while preparing for future incidents. If you want to find out more or if you are looking for support regarding bullying, then contact us.
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Author
sarahrobinson@premier-legal.co.uk
Sarah Robinson is the Managing Partner and has specialised exclusively in employment law since qualifying as a solicitor in 1996.
Sarah has considerable experience of representing clients in many different industry sectors including insurance and financial services, corporate finance, technology, legal services, automotive, hotel and catering and media as well as the public sector.
Areas of particular interest include restrictive covenants, TUPE and advising in relation to discrimination.