Bullied at Work?

Your rights, and how to make it stop

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Being bullied at work can wear you down until you dread going in. It can damage your health, your confidence and your career.

There's no single law against bullying, but the law can still protect you in several ways, and some of them can lead to a claim.

What counts as bullying?

Acas describes bullying as unwanted behaviour that is offensive, intimidating, malicious or insulting, or an abuse of power that leaves you feeling undermined, humiliated or hurt. It can include:

• shouting, sarcasm, threats or putting you down in front of others
• constant unfair criticism or impossible deadlines
• being ignored, excluded or left out of meetings
• spreading rumours about you or undermining your work
• hostile messages or posts online.

It can come from a manager, a colleague or someone you manage. It can be a pattern, or one serious incident.

When bullying becomes a legal claim

Harassment linked to who you are. If the bullying relates to a 'protected characteristic', such as your sex, race, disability, age, religion or sexual orientation, it may be unlawful harassment under the Equality Act 2010. No minimum service is needed.

See workplace discrimination claims.

Bullying for speaking up. If you're targeted because you raised concerns about wrongdoing, that may be a whistleblowing claim.

See whistleblowing rights.

Constructive dismissal. Serious bullying, or an employer who won't deal with it, can destroy the trust between you and your employer.

If you resign because of it, you may be able to claim constructive dismissal. You currently need two years' service, falling to six months if your employment ends on or after 1st January 2027.

Harassment in the civil courts. Under the Protection from Harassment Act 1997, repeated conduct that causes you alarm or distress can lead to a claim in the civil courts (the County Court or High Court). Your employer can be responsible for harassment by its staff.

Personal injury. If the bullying causes a diagnosed psychiatric injury, such as depression or anxiety, and your employer knew, or should have known, you were at risk, you may be able to claim compensation for the harm to your health.

What to do: a step-by-step plan

1. Keep a diary. Note dates, what was said, who was there and how it affected you. Save emails, messages and screenshots.

2. Talk to someone. A manager you trust, HR or a union rep. Sometimes raising it informally is enough to stop it.

3. Raise a formal grievance if the bullying carries on. Your employer must investigate. Here's how to raise a workplace grievance.

4. Look after your health. See your GP if the bullying is affecting you. Your medical records can also be important evidence.

5. Don't resign in a hurry. Resigning too soon, or waiting too long, can weaken a constructive dismissal claim. Get your timing checked first. Grapple Law can help with that.

6. Watch the deadline. For things that happen on or after 1st October 2026, the time limit for most tribunal claims is six months less one day. More on the new tribunal deadline.

Bullying and being 'managed out' are on the rise. Our report Ground Down at Work looks at what's behind it.

How Grapple Law can help

Grapple Law is a legal AI. It helps you work out whether what's happening to you may give you a legal claim, and what your deadline is.

It can then help you write a strong grievance, challenge your employer's response and, where it makes sense, negotiate an exit on fair terms.

Using Grapple Law is free to start, with a choice of legal services at a fraction of the cost of a traditional solicitor.

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Frequently asked questions about workplace bullying

What if HR doesn't take my complaint seriously?

Appeal a grievance outcome in writing if it's evident that your grievance hasn't been taken seriously.

If your employer still fails to act properly, that failure may itself support a constructive dismissal claim.

Can I secretly record meetings to prove it?

Secret recordings can sometimes be used as evidence, but making them can be seen as a breach of trust.

It's usually better to ask for notes, or write your own notes straight afterwards.

Is a tough manager the same as a bully?

Not always. Reasonable targets and honest feedback, given respectfully, aren't bullying. It crosses the line when it's persistent, humiliating or aimed at you.

Can I get a settlement for bullying?

Yes. Many bullying cases end in a negotiated exit, with a payment and an agreed reference, set out in a settlement agreement.

Find out more

• How to Raise a Workplace Grievance
• Constructive Dismissal
• Signed Off With Stress? Here's What Your Boss Can't Do
• Workplace Discrimination Claims