Overview

A workplace where people get along well and enjoy their work will be more productive, with fewer complaints. Few of us expect to like everyone we work with but the right culture can ensure that even those who might not naturally get along outside of work can respect and work effectively with one another.

Bullying and harassment can of course have a significant detrimental impact on the victim but many forget the negative impact the behaviour can have on others, including the bully, witnesses and the organisation itself. This guidance outlines what you need to know about harassment and bullying in the workplace and how to deal with it.

What do I need to know?

There are some golden rules that all employers and employees should know:

• All employees and employers must take action as soon as they become aware of any inappropriate behaviour. Taking no action shouldn’t be an option yet research suggests this is the most frequent response. It is the impact of the behaviour that is important, not the intent. If someone finds the behaviour inappropriate, it does not matter if it was only intended as a joke or a bit of fun.
• Under their vicarious liability and duty of protection, employers are responsible for ensuring that the workplace is free from bullying and harassment. There are specific anti-discrimination provisions relating to harassment of particular groups of people, including disabled people.
• It is important to remember that social events can be a continuation of the workplace. This covers events such as office parties and can include things like drinks after work on a Friday in the local pub. At these times, organisational policies and employment legislation still apply.
• Bullying, harassment and victimisation often involve the same types of behaviour. Whilst there is no legislation against bullying itself, there are six critical pieces of employment legislation that protect employees from harassment and victimisation and one key piece of civil legislation.